Bulgaria

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List of policy instruments

  • ‘Youth Employment’

    Процедура „Младежка заетост”

    Description

    Focus area
    Key training policy measure
    ‘Youth Employment’ supports the implementation of the Youth Guarantee in Bulgaria. Its objective is to boost the employability of young people by providing opportunities for internships and on-the-job training, which will facilitate the transition from education to employment and lead to the accumulation of work experience needed by employers. The initiative uses the Employer Survey on Skill Needs by considering the results during the process of territorial allocation of the available funds.
    Link
    Reference/weblink
    https://www.az.government.bg/pages/ophrd-2014-2020-procedura-mladezhka-zaetost/
    Implementation level
    At what level is the initiative implemented?
    National
    Legal base
    Legal base (E.g. Law, regulation, implementing provision, other)
    Decision for Approval of the Evaluation Report of the Director of the Managing Authority - DG European Funds, International Programmes and Projects at the MLSP
    Starting period
    TIMESPAN: In what year did the initiative commence?
    The measure was first available to end beneficiaries (young people and employers) in mid-2016 and is currently fully operational.
    Perspective
    PERSPECTIVE: is the initiative based on evidence derived from skill forecasts or foresight activities?
    The procedure refers indirectly to the results of the Employer Survey on Skill Needs initiative by considering them during the process of territorial allocation of the available funds.
    Policy area
    To which POLICY AREAS(s) does the initiative apply?
    Training
    Employment
    Funding
    How it is funded?
    Funded as project (at least 3 years)
    Funded under project No. BG05M9OP001-1.001-0001 „New Opportunity for Youth Employment”
    Funded by the EU
    The measure is jointly funded by the ESF and Youth Employment Initiative
    Other
    Operational Programme Human Resources Development

    Skill mismatch

    Skill mismatch target
    What type(s) of skills MISMATCH does the initiative aim to addresses?
    Skill shortages (employers cannot fill their vacancies due to a lack of skills in the labour market)
    Skills matching focus
    How does  the initiative address skills mismatches?
    Match young graduates' skills to labour market
    The procedure directly tackles skills mismatching by facilitating the transition from education to employment and leading to the accumulation of work experience needed by employers.
    Skills delivered
    What types of skill  does the initiative deliver?
    Basic literacy and numeracy skills
    Basic digital skills
    General employability skills (team working, communication, etc.)

    Methods

    Methods
    What methods of undertaking skills assessments and / or skills anticipation does the policy instrument utilise?
    Employer surveys
    The procedure utilises indirectly the results of the Employer Survey on Skill Needs initiative
    Use of skills intelligence
    How is labour market information / skills intelligence used within the initiative?
    Other
    The procedure indirectly utilises the results of the Employer Survey on Skill Needs initiative by considering them during the process of territorial allocation of the available funds.

    Stakeholders

    Main responsible body
    Main body or organisation with overall responsibility for the initiative.
    National agency
    National Employment Agency
    Other involved organisations
    Which other organisations have a role in the initiative?
    National ministry
    Involved in the design of the initiative
    Social partner: employer organisation
    Involved in activities for raising awareness about the initiative among employers
    Regional PES
    Involved in the organisational activities for the delivery of the initiative
    Chambers of Commerce
    Involved in activities for raising awareness about the initiative among employers
    Other
    Involved in the delivery of the initiative

    Sustainability

    Success factors
    SUCCESS FACTORS in the implementation
    The key factors for the success of the procedure are associated with the awareness raising efforts and support provided to young people and employers by the local labour offices, as well as through information campaigns and regular meetings of the Employment Committees at the Regional Development Councils.
    Barriers
    BARRIERS in the implementation
    No barriers to the implementation of the initiative were identified.
    Monitoring and evaluation
    MONITORING and EVALUATION: Is progress measured regularly? What are the indicators used to measure progress of the policy instrument? Have any evaluations been conducted?
    The main indicator used for measuring the progress of this initiative is the number of unemployed individuals at the age of 29 or below involved in activities under the initiative. Regular information about the progress of the initiative's implementation is provided in the Annual Progress Report of the Operational Programme Human Resources Development
    Updates
    UPDATES: whether there have been any major updates of the initiative since it has been implemented?
    No
    Effectiveness
    EVIDENCE ON EFFECTIVENESS: How effective is the policy instrument?
    The last Annual Progress Report of the Operational Programme Human Resources Development indicates that towards the end of 2019, the number of unemployed young people included in the initiative exceeds 2.5 times the initial targets, whereas of all young participants in the programme, 61% continue working for the same employer after the end of the internship, while 9% find a job with a different employer.
    Sustainability
    SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
    As the initiative is jointly funded by the ESF and Youth Employment Initiative, its sustainability will depend on the availability of EU funding. Being a highly successful initiative however, it is likely to continue over the next years, as youth employment is a key priority in the draft versions of the Human Resources Development Programme for the period 2021-2027.

  • Analyses and Forecasts for the Labour Market Development in Bulgaria Web Portal

    Интернет портал „Анализи и прогнози за развитието на пазара на труда в България“

    Description

    Focus area
    Main skills assessment/anticipation initiative
    The Analyses and Forecasts for the Labour Market Development in Bulgaria Web Portal presents the results of the main medium- and long-term skills forecast exercises conducted by the Bulgarian Ministry of Labour and Social Policy (MLSP). The portal provides information, which supports the process of planning in the field of the education system in Bulgaria, incl. through the work of the National Consultative Council for Vocational Qualification of the Labour Force at MLSP.
    Link
    Reference/weblink
    https://lmforecast.mlsp.government.bg/
    Implementation level
    At what level is the initiative implemented?
    National
    Legal base
    Legal base (E.g. Law, regulation, implementing provision, other)
    Decision for Approval of the Evaluation Report of the Director of the Managing Authority - DG European Funds, International Programmes and Projects at the MLSP
    Starting period
    TIMESPAN: In what year did the initiative commence?
    The web portal has been operational since 2019.
    Perspective
    PERSPECTIVE: is the initiative based on evidence derived from skill forecasts or foresight activities?
    The results of the medium- and long-term skills forecasts as a basic means for skills anticipation are publicised among ministries, academia, non-government sector, social partners, business, employees and jobseekers, students, etc.
    Policy area
    To which POLICY AREAS(s) does the initiative apply?
    Education
    Training
    Employment
    Funding
    How it is funded?
    Funded by the EU
    Developed as part of the implementation of project BG05M9OP001-1.007-0001 "Increasing the effectiveness of the implemented employment policy", co-funded by the ESF.
    Other
    Operational Programme Human Resources Development

    Skill mismatch

    Skill mismatch target
    What type(s) of skills MISMATCH does the initiative aim to addresses?
    Skill shortages (employers cannot fill their vacancies due to a lack of skills in the labour market)
    Skill gaps (worker's skills are below the level of proficiency required by their employers and jobs)
    Skills matching focus
    How does  the initiative address skills mismatches?
    Address sectoral or occupational skill shortages
    Provides medium- and long-term forecasts on sectoral and occupational shortages
    Address mismatch broadly
    Provides medium- and long-term forecasts on skills mismatch by educational degrees

    Methods

    Methods
    What methods of undertaking skills assessments and / or skills anticipation does the policy instrument utilise?
    Skills forecasting
    Medium- and long-term skills forecasting
    Use of skills intelligence
    How is labour market information / skills intelligence used within the initiative?
    Designing training programmes to activate unemployed
    LM forecasts can be used for determining the focus of training programmes
    Informing decisions on course funding/provision
    LM forecasts can be used for determining the funding for training courses provision
    Informing and training career guidance and counsellors
    LM forecasts can be used for career guidance and counselling
    Informing career-making decisions of students
    LM forecasts can be used by students for making decisions regarding their career paths
    Informing job-search decisions of unemployed
    LM forecasts can be used by unemployed for sectors/occupations related job-search decisions
    Enabling strategic business decisions at sector/enterprise level
    LM forecasts can be used by employers for making strategic business development decisions

    Stakeholders

    Main responsible body
    Main body or organisation with overall responsibility for the initiative.
    National ministry
    Ministry of Labour and Social Policy
    Other involved organisations
    Which other organisations have a role in the initiative?
    Research centres, universities
    Involved in the provision of the forecast data and information presented on the web portal
    Other
    Web portal development subcontractor

    Sustainability

    Success factors
    SUCCESS FACTORS in the implementation
    The main success factors of the initiative are related to the availability of regularly updated LM forecasting data and its presentation in a user-friendly manner to the benefit to the initiative's target groups.
    Barriers
    BARRIERS in the implementation
    No barriers to the implementation of the initiative were identified.
    Monitoring and evaluation
    MONITORING and EVALUATION: Is progress measured regularly? What are the indicators used to measure progress of the policy instrument? Have any evaluations been conducted?
    A single indicator is defined for measuring the progress of the initiative and it is associated with the introduction of a new model for ALMPs planning and implementation. No policy evaluations or impact assessments are available so far.
    Updates
    UPDATES: whether there have been any major updates of the initiative since it has been implemented?
    No
    Effectiveness
    EVIDENCE ON EFFECTIVENESS: How effective is the policy instrument?
    A web-based information system has been developed which presents the results from the elaborated forecasts for the development of the labour market. The system allows data visualisation of forecast results and provides information on the trends in the demand and supply of knowledge and skills, accessible to all interested users.
    Sustainability
    SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
    As the web portal information system contains a relational database and uses an internet site that allows data entry, the sustainability of the initiative is associated with the opportunities for regular updates of the presented LM forecasts, which, in its turn, depends on the availability of EU funding.

  • Development of a Workforce Competence Assessment System by Sectors and Regions (CASSY)

    Разработване и внедряване на информационна система за оценка на компетенциите на работната сила по браншове и региони“, изпълняван от БСК в партньорство с КНСБ и КТ Подкрепа

    Description

    Focus area
    Main skills assessment/anticipation initiative
    The overarching objective of the initiative was to enhance labour market adaptability and effectiveness, as well as to strike a greater balance of labour market demand and supply by developing a system for workforce competence assessment by sectors and regions. The rationale of the Competence Assessment System can be defined, as follows: Forecasting the demand for labour force with specific qualification levels in specific sectors and regions. It lead to the creation of the National Competence Assessment System ‘MyCompetence’.
    Implementation level
    At what level is the initiative implemented?
    National
    Legal base
    Legal base (E.g. Law, regulation, implementing provision, other)
    Decision for Grant Subsidy No.1804/24.09.2009 of the Executive Director of the National Employment Agency, based on Regulation 1081/2006, article 5, paragraph 3, which stipulates the specific role of socio-economic partners in the process of utilising European financial resources and the European Social Fund. Weblink to decision: http://ophrd.government.bg/view_doc.php/3712
    Starting period
    TIMESPAN: In what year did the initiative commence?
    The initiative commenced in 2009. Although formally concluded in 2014, the Competence Assessment System initiative was continued within the framework of a 2-year Project No. BG05M9OP001-1.013-0001 “MyCompetence”, started by MLSP in September 2016 under Procedure No. BG05M9OP001-1.013 “Development of National System for Competence Assessment – MY COMPETENCE” of OP HRD 2014-2020, co-funded by ESF.
    Perspective
    PERSPECTIVE: is the initiative based on evidence derived from skill forecasts or foresight activities?
    A Workforce Competence Assessment System MyCompetence.bg was established and updated in accordance with the current and future labour market demand.
    Policy area
    To which POLICY AREAS(s) does the initiative apply?
    Education
    Training
    Employment
    Funding
    How it is funded?
    Funded as project (at least 3 years)
    Project No. BG051PO001-2.1.06 ‘Development and Implementation of a Workforce Competence Assessment System by Sectors and Regions’
    Funded by the EU
    European Social Fund
    Other
    Operational Programme Human Resources Development

    Skill mismatch

    Skill mismatch target
    What type(s) of skills MISMATCH does the initiative aim to addresses?
    Skill shortages (employers cannot fill their vacancies due to a lack of skills in the labour market)
    Skill gaps (worker's skills are below the level of proficiency required by their employers and jobs)
    Skills obsolescence (some or all of an individual's skills are no longer relevant to the current employer or in the labour market generally)
    Skills matching focus
    How does  the initiative address skills mismatches?
    Match young graduates' skills to labour market
    Develops the employability of young graduates through e-tools for self-assessment of competences
    Upskill or reskill employed adults
    Offers know-how for the introduction of the competence approach in HRM in organisations
    Upskill or reskill non-employed adults
    Supports the initiation of effective measures at national level for the labour force upskilling and reskilling
    Facilitate job / career transitions
    Helps employed individuals assess their own competences and address any skills deficiencies
    Address sectoral or occupational skill shortages
    Supports the initiation of effective measures at sectoral level for the labour force upskilling and reskilling
    Address mismatch broadly
    Supplies information about the skills needs of the business to the VET and higher education systems
    Skills delivered
    What types of skill  does the initiative deliver?
    Basic literacy and numeracy skills
    Basic digital skills
    More advanced digital skills
    General employability skills (team working, communication, etc.)
    Green skills
    Career management skills

    Methods

    Methods
    What methods of undertaking skills assessments and / or skills anticipation does the policy instrument utilise?
    Skills forecasting
    Forecasts for the future development of the 20 pilot sectors with regard to human resources, enterprises and technologies
    Other
    Development of standards for competence assessment for occupations in 2o pilot economic sectors
    Use of skills intelligence
    How is labour market information / skills intelligence used within the initiative?
    Informing the design of national qualification frameworks (NQFs)
    LMI was used to link the developed competence standards to NQF
    Designing standards and accreditation
    LMI has been used for the design of competence standards
    Informing career-making decisions of students
    Competence standards have been used by students
    Informing job-search decisions of unemployed
    Competence standards have been used by unemployed
    Enabling strategic business decisions at sector/enterprise level
    Competence standards have been used by HRM managers

    Stakeholders

    Main responsible body
    Main body or organisation with overall responsibility for the initiative.
    National ministry
    Ministry of Labour and Social Policy - in the period 2016-2019
    Social partner: employer organisation
    Bulgarian Industrial Association (BIA) - in the period 2009-2014
    Other involved organisations
    Which other organisations have a role in the initiative?
    National ministry
    Involved in the design of the initiative and in its delivery: 2016-2019
    National agency
    Contracting authority: 2009-2014
    Social partner: employer organisation
    Involved as lead organisation in delivering the initiative: 2009-2014
    Social partner: trade union
    Involved as partners in delivering the initiative: 2009-2014
    National PES
    Involved in consultative bodies - Sector Skills Committees
    Regional PES
    Involved in consultative bodies - Sector Skills Committees
    Chambers of Commerce
    Involved in consultative bodies - Sector Skills Committees
    Training Providers
    Involved in consultative bodies - Sector Skills Committees
    Research centres, universities
    Involved in consultative bodies - Sector Skills Committees
    Other
    Involved in consultative bodies - Sector Skills Committees

    Sustainability

    Success factors
    SUCCESS FACTORS in the implementation
    The initiative involved business and all relevant stakeholders in the implementation of activities. Being a social partner, BIA assists and cooperates with the Ministry of Labour and Social Policy in the implementation of labour market related policies. BIA mobilised the necessary inhouse expert potential to implement such a significant project.
    Barriers
    BARRIERS in the implementation
    No barriers to the implementation of the initiative were identified.
    Monitoring and evaluation
    MONITORING and EVALUATION: Is progress measured regularly? What are the indicators used to measure progress of the policy instrument? Have any evaluations been conducted?
    Monitoring and evaluation included economic sectors covered; sector competency models developed; models of key positions for respective sectors; described tasks related to the job operation; described and classified knowledge bits; described and defined skills; identified and described competencies; descriptions of the competence demonstration levels; identified and classified competence assessment tools and development pathways; specialties identified by professional fields, vocational schools, universities and regions; analyses and surveys.
    Updates
    UPDATES: whether there have been any major updates of the initiative since it has been implemented?
    Yes
    The sectoral analyses on the state of each of the 20 pilot economic sectors covered by the project were first prepared in 2011 and were subsequently updated every year. In the period 2016-2019 a MLSP project added 5 to the initial 20 economic sectors
    Effectiveness
    EVIDENCE ON EFFECTIVENESS: How effective is the policy instrument?
    Notable evidence includes:
    - Identifying the degree of compliance with workforce
    competence requirements and fostering favourable conditions
    for enhancing productivity and adaptability;
    - Improving initial recruitment and continuously assessing
    workforce competence at company level;
    - Increasing possibilities and workforce degree of participation in
    lifelong learning;
    - Fostering favourable conditions for improving personal and company career perspectives and enhancing workforce employability and participation in the learning economy;
    - Enhancing company activities for continuing vocational training based on an adequate staff competence assessment and the demand for VET;
    - Providing analytical information and forecasts about the demand for qualified workforce at sector and regional level.
    Sustainability
    SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
    The skills assessment has already evolved into a sustainable policy instrument, as BIA's Competence Assessment System initiative was continued within the framework of the 2-year project of MLSP. Any further upgrading of the scope of the initiative in terms of economics sectors covered will however depend on the availability of EU funding.

  • Employer Survey on Skill Needs

    Проучване за потребностите от работна сила

    Description

    Focus area
    Main skills assessment/anticipation initiative
    The Employer Survey on Skill Needs aims to collect and analyse up-to-date information about the occupations, competencies, knowledge and skills of the workforce needed by employers. The information collected refers to the demand for labour, both in the coming 12 months and for the next 3-5 years. Presently, the survey questionnaire also includes questions concerning the impact of COVID-19 on labour demand.
    Link
    Reference/weblink
    https://www.az.government.bg/pages/pages-prouchvane-potrebnosti-rabotna-sila/
    Implementation level
    At what level is the initiative implemented?
    National
    Legal base
    Legal base (E.g. Law, regulation, implementing provision, other)
    The Employer Survey on Skill Needs is conducted based on Art. 10, Par. 2 of the Employment Promotion Act.
    Weblink: https://www.mlsp.government.bg/uploads/1/legislation/employment-promoti…
    Starting period
    TIMESPAN: In what year did the initiative commence?
    The Employer Survey on Skill Needs has been conducted since on a semi-annual basis since February 2018. The last available survey results are from the survey conducted in September – October 2020.
    Perspective
    PERSPECTIVE: is the initiative based on evidence derived from skill forecasts or foresight activities?
    The initiative is based on foresight activities about the future needs of employers of workforce with certain characteristics (knowledge, skills and competences) both in the short (12 months) and medium term (3-5 years).
    Policy area
    To which POLICY AREAS(s) does the initiative apply?
    Education
    Training
    Employment
    Funding
    How it is funded?
    Funded by national government
    Funded by the State Budget as per the provisions of the Employment Promotion Act

    Skill mismatch

    Skill mismatch target
    What type(s) of skills MISMATCH does the initiative aim to addresses?
    Skill shortages (employers cannot fill their vacancies due to a lack of skills in the labour market)
    Skill gaps (worker's skills are below the level of proficiency required by their employers and jobs)
    Skills matching focus
    How does  the initiative address skills mismatches?
    Address sectoral or occupational skill shortages
    The survey questionnaire addressing occupational and sectoral skill shortages
    Address mismatch broadly
    4000 employers are surveyed from all economic sectors in all 28 NUTS III districts

    Methods

    Methods
    What methods of undertaking skills assessments and / or skills anticipation does the policy instrument utilise?
    Employer surveys
    The initiative encompasses skill surveys, conducted among employers
    Use of skills intelligence
    How is labour market information / skills intelligence used within the initiative?
    Other
    The survey results are used for in the process of VET governance at regional and national level by providing valuable information for determining the annual secondary education admission plans.

    Stakeholders

    Main responsible body
    Main body or organisation with overall responsibility for the initiative.
    National agency
    National Employment Agency
    Other involved organisations
    Which other organisations have a role in the initiative?
    National ministry
    Involved in the design of the initiative
    Social partner: employer organisation
    Involved through the Employment Committees at the Regional Development Councils
    Social partner: trade union
    Involved through the Employment Committees at the Regional Development Councils
    Regional PES
    Involved through the Employment Committees at the Regional Development Councils
    Chambers of Commerce
    Involved through the Employment Committees at the Regional Development Councils
    Other
    Involved through the Employment Committees at the Regional Development Councils

    Sustainability

    Success factors
    SUCCESS FACTORS in the implementation
    The main factor for the success of the initiative is the active support of the Employment Committees at the Regional Development Councils which ensures involvement of all key stakeholders at regional level, incl. social partners, chambers of commerce, regional and local governments, etc.
    Barriers
    BARRIERS in the implementation
    Low relative share of the employers participating in the survey.
    Monitoring and evaluation
    MONITORING and EVALUATION: Is progress measured regularly? What are the indicators used to measure progress of the policy instrument? Have any evaluations been conducted?
    The main indicator used to measure progress is the number of employers involved in the survey. Information on this is provided in survey report delivered on a semi-annual basis.
    Updates
    UPDATES: whether there have been any major updates of the initiative since it has been implemented?
    Yes
    The questionnaire for the last survey conducted in September-October 2020 was expanded to include questions concerning the impact of COVID-19 on labour demand.
    Effectiveness
    EVIDENCE ON EFFECTIVENESS: How effective is the policy instrument?
    As per the annual Employment Action Plans, the Employer Survey on Skill Needs results are among the factors, being considered in the process of determining the annual admission plans for the system of secondary education at reginal and national level.
    Sustainability
    SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
    The Employer Survey on Skill Needs is likely to continue in the future as it is funded by the State Budget, whereas skills anticipation is a national priority.

  • Flexible employment and training opportunities in companies with varying activity intensity

    Гъвкави възможности за заетост и обучения в предприятия с променлив интензитет на дейността

    Description

    Focus area
    Key training policy measure
    The initiative is aimed at matching the skills of employed, unemployed and inactive persons with the needs of employers.
    The initiative involves a mix of vocational and key competency training preceding the hiring of unemployed/inactive persons. For the latter, once hired, a follow-up vocational training is available.
    The initiative addresses the skills mismatch in the sectors of Manufacturing, Construction and Accommodation and food service activities, caused by the relatively high personnel turnover and hence many job vacancies, caused by the varying intensity of activity of companies in these sectors.
    Implementation level
    At what level is the initiative implemented?
    National
    Legal base
    Legal base (E.g. Law, regulation, implementing provision, other)
    Decision for Approval of the Evaluation Report No.РД 05-78/03.07.2017 based on art. 36 of the Management of the Resources of the European Structural and Investment Funds Act, of the Director of the Managing Authority - DG European Funds, International Programmes and Projects at the MLSP. Weblink to decision: https://esf.bg/procedures/gavkavi-vazmozhnosti-za-zaetost-i-obucheniya-…
    Starting period
    TIMESPAN: In what year did the initiative commence?
    2017 - 2018
    Perspective
    PERSPECTIVE: is the initiative based on evidence derived from skill forecasts or foresight activities?
    Curricula are selected to provide: a) training for unemployed and inactive people to find employment in the three targeted sectors that have skills shortages and b) re-training of employed persons to achieve better skills matching.
    Policy area
    To which POLICY AREAS(s) does the initiative apply?
    Education
    Training
    Employment
    Social inclusion
    Equality/equal opportunities
    Funding
    How it is funded?
    Funded by the EU
    European Social Fund
    Other
    Operational Programme Human Resources Development

    Skill mismatch

    Skill mismatch target
    What type(s) of skills MISMATCH does the initiative aim to addresses?
    Underqualification (individuals' qualifications/credentials are below their job's needs)
    Skill shortages (employers cannot fill their vacancies due to a lack of skills in the labour market)
    Skill gaps (worker's skills are below the level of proficiency required by their employers and jobs)
    Skills matching focus
    How does  the initiative address skills mismatches?
    Match young graduates' skills to labour market
    VET/key competences training of inactive/unemployed/employed of inactive/unemployed young secondary school and university graduates
    Upskill or reskill employed adults
    VET/key competences training of employed individuals
    Upskill or reskill non-employed adults
    VET/key competences training of inactive/unemployed individuals
    Address sectoral or occupational skill shortages
    Uses VET/key competence training of inactive/unemployed/employed to address the skills mismatch in the covered sectors
    Skills delivered
    What types of skill  does the initiative deliver?
    Basic literacy and numeracy skills
    Basic digital skills
    General employability skills (team working, communication, etc.)

    Methods

    Methods
    What methods of undertaking skills assessments and / or skills anticipation does the policy instrument utilise?
    Employer surveys
    Semi-annual employer survey of skill needs conducted by the NEA
    Use of skills intelligence
    How is labour market information / skills intelligence used within the initiative?
    Informing job-search decisions of unemployed
    LMI was used to identify the initiative's target sectors and inform job-searchers therein for available training and employment opportunities
    Enabling strategic business decisions at sector/enterprise level
    LMI was used to identify the initiative's target sectors and support upskilling/reskilling business decisions at enterprise level

    Stakeholders

    Main responsible body
    Main body or organisation with overall responsibility for the initiative.
    National ministry
    Ministry of Labour and Social Policy
    Other involved organisations
    Which other organisations have a role in the initiative?
    National ministry
    MLSP was involved in the initiative's design, funding and monitoring
    Training Providers
    Involved in the VET/key competence training provision

    Sustainability

    Success factors
    SUCCESS FACTORS in the implementation
    Flexibility for employers comes through choosing the periods in which their
    future employees will be trained; and the periods, in which their
    employees will be able to apply their newly acquired or advanced
    skills and qualifications.
    Barriers
    BARRIERS in the implementation
    No barriers to the implementation of the initiative were identified.
    Monitoring and evaluation
    MONITORING and EVALUATION: Is progress measured regularly? What are the indicators used to measure progress of the policy instrument? Have any evaluations been conducted?
    Outcome Indicators: involved unemployed and inactive persons.
    Result indicators: unemployed/inactive persons acquiring qualification; persons acquiring new/keeping existing jobs.
    No information on the progress of these indicators is available in the Annual Reports on the Implementation of OP HRD.
    Updates
    UPDATES: whether there have been any major updates of the initiative since it has been implemented?
    No
    There have been no updates on the initiative, since it was commenced in 2017
    Effectiveness
    EVIDENCE ON EFFECTIVENESS: How effective is the policy instrument?
    A total of 62 grant contracts have been signed under the operation. No reports on the operation's effectiveness are available
    Sustainability
    SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
    At present, it is not clear whether the operation will have further calls for proposals in the 2021-2027 programming period. Thus, its future is uncertain, as the operation relies heavily on ESF funds (85% of total finding).

  • National Reference Framework website.

    Уебсайт на Националната референтна мрежа

    Description

    Focus area
    Main skills assessment/anticipation initiative
    The National Reference Framework (NRN) website provides the organisational infrastructure that ensures the functioning and efficiency of the National Competence Assessment System ‘MyCompetence’. NRN involves on a partnership basis employers, managers, specialists, consultants, experts from state, educational and other institutions at national, sectoral and regional level.
    Link
    Reference/weblink
    https://mycompetence.bg/bg/static/2
    Implementation level
    At what level is the initiative implemented?
    National
    Legal base
    Legal base (E.g. Law, regulation, implementing provision, other)
    Decision for Grant Subsidy No.1804/24.09.2009 of the Executive Director of the National Employment Agency for grant finding of the Competence Assessment System initiative, based on Regulation 1081/2006, article 5, paragraph 3, which stipulates the specific role of socio-economic partners in the process of utilising European financial resources and the European Social Fund. Weblink to decision: http://ophrd.government.bg/view_doc.php/3712
    Starting period
    TIMESPAN: In what year did the initiative commence?
    Being part of the Competence Assessment System initiative, the NRN also commenced in 2009, whereas its website is currently a sub-site of the MyCompetence online platform available at https://mycompetence.bg/.
    Perspective
    PERSPECTIVE: is the initiative based on evidence derived from skill forecasts or foresight activities?
    NRN and its website provide the logistics for the development, adoption and application of competency models through the operation of a number of joint expert bodies, such as National Council for Competence Assessment, National Centre for Competence Assessment, Sectoral Advisory Councils for Competence Assessment, Regional Centres for Competence Assessment, etc.
    Policy area
    To which POLICY AREAS(s) does the initiative apply?
    Education
    Training
    Employment
    Funding
    How it is funded?
    Funded as project (at least 3 years)
    Development of the National Competencies Assessment System MyCompetence
    Funded by the EU
    ESF
    Other
    OP HRD

    Skill mismatch

    Skill mismatch target
    What type(s) of skills MISMATCH does the initiative aim to addresses?
    Skill shortages (employers cannot fill their vacancies due to a lack of skills in the labour market)
    Skill gaps (worker's skills are below the level of proficiency required by their employers and jobs)
    Skills matching focus
    How does  the initiative address skills mismatches?
    Match young graduates' skills to labour market
    Supports the coordination of the competence standards development process
    Upskill or reskill employed adults
    Supports the coordination of the competence standards development process
    Upskill or reskill non-employed adults
    Supports the coordination of the competence standards development process
    Facilitate job / career transitions
    Supports the coordination of the competence standards development process
    Address sectoral or occupational skill shortages
    Supports the coordination of the competence standards development process
    Address mismatch broadly
    Supports the coordination of the competence standards development process
    Skills delivered
    What types of skill  does the initiative deliver?
    Basic literacy and numeracy skills
    Basic digital skills
    More advanced digital skills
    General employability skills (team working, communication, etc.)
    Green skills
    Career management skills

    Methods

    Methods
    What methods of undertaking skills assessments and / or skills anticipation does the policy instrument utilise?
    Skills forecasting
    Facilitated the development of skills needs forecasts for 20 pilot sectors initially included in the Competence Assessment System initiative
    Use of skills intelligence
    How is labour market information / skills intelligence used within the initiative?
    Informing the design of national qualification frameworks (NQFs)
    LMI from economic sectors and enterprises was used to link competence standards to NQF
    Designing standards and accreditation
    LMI from economic sectors and enterprises was used for competence standards development
    Informing career-making decisions of students
    LMI was used in the design of competence standards used by students
    Informing job-search decisions of unemployed
    LMI was used in the design of competence standards used by unemployed
    Enabling strategic business decisions at sector/enterprise level
    LMI was used in the design of competence standards used by HR managers

    Stakeholders

    Main responsible body
    Main body or organisation with overall responsibility for the initiative.
    National ministry
    Ministry of Labour and Social Policy
    Other involved organisations
    Which other organisations have a role in the initiative?
    National ministry
    Involved in the National and Sectoral Advisory Councils for Competence Assessment
    National agency
    Involved in the National and Sectoral Advisory Councils for Competence Assessment
    Social partner: employer organisation
    Involved in the National and Sectoral Advisory Councils for Competence Assessment
    Social partner: trade union
    Involved in the National and Sectoral Advisory Councils for Competence Assessment
    National PES
    Involved in the National and Sectoral Advisory Councils for Competence Assessment
    Chambers of Commerce
    Involved in the National and Sectoral Advisory Councils for Competence Assessment
    Training Providers
    Involved in the National and Sectoral Advisory Councils for Competence Assessment

    Sustainability

    Success factors
    SUCCESS FACTORS in the implementation
    NRN covers on a partnership basis employers, managers, specialists, consultants, experts from state, educational and other institutions at national, sectoral and regional level.
    Barriers
    BARRIERS in the implementation
    No barriers to the implementation of the initiative were identified.
    Monitoring and evaluation
    MONITORING and EVALUATION: Is progress measured regularly? What are the indicators used to measure progress of the policy instrument? Have any evaluations been conducted?
    10 Regional Centres for Competence Assessment were initially established together with 20 Sectoral Advisory Councils for Competence Assessment. The latter were increased to 25 with the addition of 5 new to the 20 pilot sectors in the period 2016-2019
    Updates
    UPDATES: whether there have been any major updates of the initiative since it has been implemented?
    Yes
    A 2-year project was initiated by MLSP in September 2016 under Procedure No. BG05M9OP001-1.013 “Development of National System for Competence Assessment – MY COMPETENCE” of OP HRD 2014-2020, co-funded by ESF to expand the NRN scope to 25 economic sectors.
    Effectiveness
    EVIDENCE ON EFFECTIVENESS: How effective is the policy instrument?
    Initially 20 (to be increased to 25) Sectoral Advisory Councils for Competence Assessment were set up in the pilot sectors with the participation of all relevant stakeholders. Expert capacity was developed for each Sectoral Council – 20 sectoral advisors were trained for the purpose. 10 Regional Centres Competence Assessment were also established with the cooperation of BIA’s regional structures and 10 regional advisors were trained.
    Sustainability
    SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
    Using BIA's sectoral and regional structure as a basis of the NRN is the driving factor which guarantees sustainability of the results achieved. And although the NRN website, which is currently a sub-site of the MyCompetence online platform available at https://mycompetence.bg/, is administered by MLSP, any follow-up initiatives, incl. in terms of expanding the sectoral coverage of NRN, is related to the availability of EU funding.