Kompas is a labour market prediction and monitoring system to anticipate changes in the labour market and to connect the impacts of technological trends in the labour market with the specifics of regional development.
Legal base (E.g. Law, regulation, implementing provision, other)
The project was created primarily in response to the requirement to have a system for anticipating changes in the labour market, including anticipating skills needs.
Starting period
TIMESPAN: In what year did the initiative commence?
It commenced in 2017, but the portal was launched in May 2020. The timespan of the project is 1.1.2017 - 31.12.2022 and is expected to be continued as it is the national skills anticipation system.
Perspective
PERSPECTIVE: is the initiative based on evidence derived from skill forecasts or foresight activities?
Yes.
Policy area
To which POLICY AREAS(s) does the initiative apply?
The system offers a unique comprehensive source of information and data on the labour market for strategic decision-making of ministries regarding the impacts related to Industry 4.0 and Work 4.0. The outputs serve primarily as a support for strategic decision-making and planning at the national and regional level, both in the field of labour market development and, for example, for the development of education, investment, etc.
Stakeholders
Main responsible body
Main body or organisation with overall responsibility for the initiative.
National ministry
Ministry of Labour and Social Affairs
Other involved organisations
Which other organisations have a role in the initiative?
National PES
Provides information and data
Chambers of Commerce
Support the implementation and development of the system
Research centres, universities
Research Institute of Labour and Social Affairs supports information and data analysis
Other
Regions support the implementation and development of the system
Sustainability
Success factors
SUCCESS FACTORS in the implementation
The system offers labour market information at both national and regional level that can be used when planning educational, innovation and development policies in the regions. The availability of regional dimension in predictions and medium-term analysis is among its success factors.
Barriers
BARRIERS in the implementation
There are no barriers identified to further development of the system. Limitations in terms of the predictions are that some groups of professions, industries or education have been grouped due to small representation, and in an effort to optimize the database.
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 outputs of the prediction models are assessed by experts on labour market issues at both the national and regional levels. They are confronted with macroeconomic predictions of key national institutions and discussed within the implementation teams of the Compass project and with experts in the field of modelling and the labour market. Each of the actors in the discussion, if necessary, can contribute to the improvement of the presented final outputs. The evaluation of the project have not yet been conducted.
Updates
UPDATES: whether there have been any major updates of the initiative since it has been implemented?
Yes
The predictions are updated at least once a year, or whenever significant input data or information is available that fundamentally changes the presented predictions.
Sustainability
SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
Yes, it is expected that the system will be sustained and developed further.
The policy goal of Education and Work is to create a user-friendly tool communicating to the general public the concepts of the National Register of Qualifications, namely the Vocational Qualifications. It also serves as an intermediary platform connecting information on skills and corresponding work opportunities. The portal provides users with the opportunity to match their skills and qualifications with corresponding job titles and vacant positions. It also works the other way around: giving information on available training courses, exams and certificates for those interested in gaining skills required for specific jobs.
Legal base (E.g. Law, regulation, implementing provision, other)
It is a website supporting job seekers, employers and training providers.
Starting period
TIMESPAN: In what year did the initiative commence?
2012 - till now
Perspective
PERSPECTIVE: is the initiative based on evidence derived from skill forecasts or foresight activities?
The website was developed during the National Register of Qualification project (vocational qualification). During the project implementation, a need arose to support practical utilisation with a focus on job seekers (to help them understand which skills are required for particular profession and how they can obtain these skills) and employers.
Policy area
To which POLICY AREAS(s) does the initiative apply?
The portal helps educational companies to reach those interested in retraining.
Skills delivered
What types of skill does the initiative deliver?
Initiative does not deliver skills, but is skills, vacancies and training matching website.
Job search skills
Career management skills
Methods
Methods
What methods of undertaking skills assessments and / or skills anticipation does the policy instrument utilise?
Other
The portal uses regularly updated data from the Ministry of Labour and Social Affairs, labour offices and employers and offers a comprehensive range of courses, exams, examiners and vacancies for individual professions and professional qualifications.
Use of skills intelligence
How is labour market information / skills intelligence used within the initiative?
The portal provides information on training and retraining courses and professional qualifications
Stakeholders
Main responsible body
Main body or organisation with overall responsibility for the initiative.
Other
Národní ústav pro vzdělávání (National Institute for Education - NÚV)
Other involved organisations
Which other organisations have a role in the initiative?
National ministry
Ministry of Education, Youth and Sports is responsible for the National Qualifications Framework
Regional PES
The offer of vacancies is taken over from the database of labour offices from all over the country
Training Providers
The portal helps training providers to offer their courses and exams to relevant people willing to be reskilled. The current offer of educational courses, exams and professional qualifications is taken from the portal of the National Qualifications Framework.
Sustainability
Success factors
SUCCESS FACTORS in the implementation
A key supporting factor was an approved system of vocational qualification.
Barriers
BARRIERS in the implementation
There are no barriers identified for the functioning of the portal.
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?
No target indicators set. Key monitoring descriptors are the number of users (currently about 10,000 users are registered).
Updates
UPDATES: whether there have been any major updates of the initiative since it has been implemented?
Yes
The portal is constantly evolving and is gradually enriched by sharing and obtaining references from companies / employers and sharing the experiences and personal stories of people who have found work thanks to professional qualifications.
Effectiveness
EVIDENCE ON EFFECTIVENESS: How effective is the policy instrument?
The portal functions as expected. There are about 10,000 users (job seekers) registered on the portal. Registered users have the opportunity to select professions they are looking for or are interested in.
Sustainability
SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
Yes, it is interconnected with the vocational qualification scheme.
Sector Councils is a platform for systematic cooperation between the demand and supply side of the labour market. Sector Councils are employer-led and partly publicly co-funded. It supervises expert groups, whose task is to monitor skill shortages and consult corresponding policy measures (Vocational Qualifications, National System of Professions etc). The activities of Sector Councils help to narrow the gap between requirements of employers (in terms of qualifications and competencies of employees) and the supply of the workforce (both current and future), through identification of future needs and recommendations for improvement.
Legal base (E.g. Law, regulation, implementing provision, other)
Independent associations of employers with a focus on human resources
Starting period
TIMESPAN: In what year did the initiative commence?
Since 2010
Perspective
PERSPECTIVE: is the initiative based on evidence derived from skill forecasts or foresight activities?
Sector Councils have discussions on a regular basis among their members to identify current skills gaps and mismatches, as well as to identify future skills needs. They also use statistics (vacant jobs by professions) to formulate current needs and trends.
Policy area
To which POLICY AREAS(s) does the initiative apply?
Sector councils are focused on understanding the skill shortages signalled by the labour market, coordinated by nationwide employers associations.
Methods
Methods
What methods of undertaking skills assessments and / or skills anticipation does the policy instrument utilise?
Expert panels
Experts involved in Sector Councils jointly monitor the labour market, identify development trends and changes.
Other
Sector Councils use all types of available skills assessment/skills anticipation information in monitoring the labour market and identifying trends and changes.
Use of skills intelligence
How is labour market information / skills intelligence used within the initiative?
Sector councils, among their tasks, analyse professional and qualification needs in the sector and design qualifications structure and assessment standards.
Sector councils discussed the information available on the skill needs of sectors and also communicate with state and educational institutions to promote the needs of a specific sector.
Stakeholders
Main responsible body
Main body or organisation with overall responsibility for the initiative.
Other
Svaz průmyslu a dopravy (Confederation of Industry)
Other involved organisations
Which other organisations have a role in the initiative?
Social partner: employer organisation
Employers are part of Sector Councils
Chambers of Commerce
Chamber of Commerce is part of Sector Councils
Research centres, universities
Representatives of universities can be part of Sector Councils
Other
Representatives of different organisations can be involved in the work of Sectoral Councils according to the field of expertise
Sustainability
Success factors
SUCCESS FACTORS in the implementation
A key factor is a close and focused cooperation of bodies and people involved: 250 people from various companies, associations and institutions are members of 29 Sector Councils, and an additional 1,500 experts are invited to tackle specific tasks.
Barriers
BARRIERS in the implementation
Except for the difficult financing schemes (dependent on calls for subsidies channelled through key members), no major obstacles are identified. Sector Councils are recognised bodies within the established system for identification of skills mismatch and programmes/projects addressing identified needs.
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?
n/a
Updates
UPDATES: whether there have been any major updates of the initiative since it has been implemented?
Yes
Sector Councils are operational on a regular basis. The frequency of meetings varies, depending on particular Council attitudes and need. Some of them hold meetings quarterly, some once a year.
Effectiveness
EVIDENCE ON EFFECTIVENESS: How effective is the policy instrument?
The instrument was developed and exists as intended. 29 Sector Councils were established in total and 7 Sector Agreements signed. Sector Councils identify the problem in skills and qualifications, provide evidence and propose solutions to overcome barriers. The Sector Agreements define ways and approaches to solve the problem in specific qualification needs. A key success factor so far is establishing a vocational qualification scheme.
Sustainability
SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
The structure and activities of the Sector Councils will continue over the next period. The reasons for this are a) the Sector Councils' long history and its representativeness in the vocational qualification and National System of Profession b) the legislation act No. 179/2006, setting the position of Sector Councils within the system of vocational qualification c) the backing of Sector Councils by key employer associations