End of funding period ESF
The exact policy area for this instrument is difficult to attribute to one particular field, but the objectives of the Observatory are strongly focused on sectoral skills needs identification, so as to improve vocational training and ultimately, employment.
The 5 main objectives for the Skills Observatory: to identify and anticipate the skills that employees should have currently and in the future; to ensure, based on sector analysis, rapid implementation of training involving the relevant actors in the field; to develop training through individual and collective skills in companies of four specific economic sectors: logistics, the hospital sector, the administrative staff of private companies and the legal sector; to provide policymakers and the professional sectors concerned with tangible elements, so that they can agree on training solutions and continue to implement these; and to conduct a forward thinking strategy and sustainability of training in place. The Skills Observatory identifies and anticipates skills and competence needs, which look to be required in a given sector. In doing so, it aims to identify what sort of competences and skills require improved treatment or further attention within continued and initial vocational education and training.
The observatory's goal is to measure and identify skill shortages.
Aim of policy instrument
Main responsible body
The Ministry for Higher Education and Research
ESF funds matched with national sources. No detailed information is available.
The Skills Observatory focuses on providing advice for CVET and IVET for both companies and administrations across sectors.
Use of labour market intelligence
The competence observatory describes current competences needed in sectors. Several sectors have been analysed so far. These competences can then be introduced in curricula/training.
Frequency of updates
No longer updated
There was the normal process of developing methods and instruments.
Initial barriers were in developing expertise and experience in the methodology. In the beginning of the project, no clear cut methodology existed. Once it was developed, this no longer posed as a barrier.
Developing a methodology that worked within the context of Luxemburg.
Evidence of effectiveness
The methodology is still being used in various forms to derive competencies within companies, sectors or other settings. The model of competencies has been adapted to cater to specific groups (e.g., unemployed).
Engagement of stakeholders
No information available.
The methodology was developed (from international experience) to fit the country's needs.
The project has ended.