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Training voucher programme for unemployed aged 29-64 in 8 cutting-edge sectors
Policy Instrument
Training voucher programme for unemployed aged 29-64 in 8 cutting-edge sectors
GreeceDescription
Timespan
2014-2020
Stage
Focus area
Foundations
Policy area
The system of training vouchers provide flexible training opportunities for unemployed. The level of personal responsibility is higher with this measure, since the individual is free to choose its own course in cooperation with the counsellor.
Policy goal
The Training Voucher program aims to achieve a structured path for the entry of unemployed people into the labour market, which will potentially lead to a placement in the private sector of the economy. The action aims at the empowerment and the upgrade of the skills of the unemployed adults aged 29-64, through a combination of training, internship, counselling and certification. Through the matchings between learners and companies, the action aspires to generate new jobs after the programme’s lifetime. Thus, hosting companies are encouraged to utilize other actions of subsidising labour in order to hire the interns after their internship.
Mismatch
Although no explicit reference to skills mismatch has been made, the beneficiary (receiver of vouchers) had to consult with a career counsellor and together decide which thematic area (specialty) fits to his/her needs, taking into account the local labour market needs too (secondary data accessed by the counsellor).
Aim of policy instrument
Legal basis
Administrative level
Main responsible body
Ministry of Labour, Social Insurance and Social Solidarity
Stakeholders
Ministry of Labour: funding and evaluation
National Organisation for the Certification of Qualifications & Vocational Guidance (EOPPEP): monitoring and control
Public Employment Service (OAED): implementation
Certification agencies (private sector bodies): implementation
VET providers (private sector companies): implementation
Guidance counsellors (physical persons either freelancers or employed by the VET companies).
Funding
€89,000,000 in total. O.P. "Human Resource Development, Education & Lifelong Learning", with funds from Greece and the European Union (European Social Fund).
Intended beneficiaries
Unemployed people aged 29-64 (23,000 in total).
Processes
Use of labour market intelligence
During the preparatory phase of the action, the Managing Authority used a Methodology for the identification of sectors and professions that should be prioritized. The methodological guide has been created by the Employment Agency of the Ministry of Labour. The counsellors meeting the criteria of expertise, experience, training are supposed to play a critical role in guiding the beneficiary in his/her selection of specialty and educational program, by using a specific methodology of vocational profiling. The career professionals of the Action are encouraged to seek for labour market information in EOPPEP's site, in the context of the first counselling session.
Financial schemes
Training Voucher system: each trainee is entitled to a subsidy of €2,600 for the period of theoretical and on-the job training.
Frequency of updates
The LMSI content has been determined at the initial stage of this policy initiative, when the cutting edge industries have been identified. No further update has been made.
Development
The major adjustment that was made during the implementation of the 2015-2017 initiatives under the voucher system concerns the role of the VET providers and the ways that the beneficiaries selected them in a context of open competition. Another adjustment concerns the certification procedures that have been introduced. After the completion of the theoretical training, the beneficiaries should attest their knowledge through the certification exams organized by the accreditation bodies of the private sector.
Success factors
The action is on-going. No impact assessment has been made yet.
Monitoring
An ongoing evaluation has been envisaged. The indicators include the number of people who benefitted from the voucher, completing the counselling, training and certification stages of the program.
Innovativeness
The innovation compared to previous Voucher system initiatives concerns the determination of the criteria for the career counsellors, who will be employed in the project (criteria of expertise, experience, training). Until recently, the VET providers could deliver the counselling sessions without employing specialised and experienced professionals. The methodology for the identification of cutting edge professions and skills is also innovative.
Sustainability
Evidence of effectiveness
The action is on-going. No impact assessment has been made yet.
Engagement of stakeholders
Through the relevant Call, the conditions of the engagement of the stakeholders and the role of the Ministry in the policy are settled. In particular, there is a description of the auditing and evaluation processes and communication actions with the engagement of the stakeholders.
Transferability
Training Vouchers can be easily transferred as instruments of active labour market policies. The action under scrutiny focuses on sectors and professions with good prospects in terms of job growth and career opportunities. The methodology that the Ministry of Labour has utilized is an element that could also be shared.
Sustainability
Although the impact of the training voucher system in job creation and anticipation in skills shortages has been debated, the system continues to be attractive for policy makers and key stakeholders (Ministry of Labour, social partners, VET providers).