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Employment opportunities barometer

Policy Instrument

Employment opportunities barometer

Įsidarbinamumo barometras
Lithuania

Description

Timespan

Since 1995

Stage

Fully operational

Foundations

Policy area

The platform provides information about the demand and the supply of the Lithuanian labour market, and helps young, unemployed or employees willing to change their profession to make correct decision.

Policy goal

To provide information and forecasts on the short-term labour market demand for qualifications. This instrument mainly aims to identify short-term (up to 1 year) shortages of qualifications by indicating qualifications in high, medium and low demand. It is an instrument for vocational guidance and planning of the active labour market measures, especially training for the unemployed.

Mismatch

Explicitly designed to address skill mismatch

It is explicitly designed to address skill mismatch by providing information on the current and short-term labour market needs at the national and regional levels, in order to improve the match between demand for and supply of qualifications.

Aim of policy instrument

Administrative level

National

Main responsible body

Ministry of Social Security and Labour

Stakeholders

46 Lithuanian Labour exchange offices - they provide information about current situation in their region.
Training providers, employer federations, trade unions, chambers of commerce and industry, social partners - they consults during the formation process and monitor final results.

Funding

The source of the funds is the Lithuanian Labour exchange. Approximately €1,800 are spent on printing an employment opportunities barometer during 2017. This barometer is one of employees tasks, so labour cost are not counted. No other costs were met.

Intended beneficiaries

The following groups of beneficiaries are identified: pupils and students choosing their career path; unemployed; training providers; and employees willing to change their profession or occupation. Beneficiaries can evaluate and forecast their career possibilities, while training providers are able to adapt to the market demand and prepare specific education and training programmes.

Processes

Use of labour market intelligence

Financial schemes

Lithuanian Labour exchange provides funds from total subsidy.

Frequency of updates

LMSI is updated regularly each year.

Development

In 2014, an interactive map of professions started being prepared and social partners began being involved.

Barriers

At this moment, only qualifications are being evaluated. There is a plan to propose an evaluation of competences from 2018.

Success factors

Long experience and adopted practise from Scandinavian institutions of employment.

Monitoring

The progress of the instrument is not measured.

Innovativeness

Slightly innovative

Interactive presentation of information. The idea of this instrument is transferred from Nordic countries, so it is not innovative itself. But the visualisation of it was improved, making it more interactive. The results of each region is presented separately in one design based picture.

Sustainability

Evidence of effectiveness

It is the only instrument across all country instruments that provides information about employment possibilities. The instrument is online and available for all beneficiaries. The purpose of the instrument is to provide information, so it is a source of knowledge for decision makers. The instrument is being prepared for a long period, so it is also useful for monitoring longer periods and longitude studies. Barometers, which are intended for the public, are publicly available on the website of the Lithuanian Labour Exchange. Employment barometers are published in information stands in the open information spaces, youth work centres, at the Labour Market Open Information System terminals, distributed in general education, vocational and higher education schools, public libraries, municipalities and municipalities, as well as their content being discussed with employers, social partners, educational institutions, trade unions and communities, so it would be difficult to assess the number of users. There were no unexpected benefits. Due to the change in the presentation of the instrument (it became interactive), there was a need for extra budget.

Engagement of stakeholders

Employers are involved. They participate in the process of preparation of the instrument and evaluation of results.

Transferability

Easily transferable

It is easily transferable, because it is based on policy from the Nordic countries (Sweden). The instrument is translated in English and can be found in the web-site of the Lithuanian Labour Exchange. This instrument could easily be transferred to non-Nordic countries, as there is no specific conditions for implementation.

Sustainability

Yes, because the instrument is useful for the labour market.