Description

Timespan

2007-2011, recently renewed

Stage
Fully operational

Foundations

Policy area

The instrument´s main beneficiaries are students and it is being implemented by universities.

Policy goal

The policy instrument was designed to help graduates’ transition from education to work. Counselling in career planning and career guidance provide better match of students‘ knowledge and skills to labour needs, thus contributing to better quality of study and easier labour market integration. The instrument promotes further activity and development of career guidance, especially career counselling for students in higher education, with the aim of achieving timely career planning and development. This will ensure:
- better employability of graduates and their more efficient labour market entry.
- better alignment of acquired knowledge with labour market needs.
- elimination of discrepancies between the study programs and labour market demand.
- reduction of dropout and shortening the length of studies.

Mismatch
Part of broad policy measure of which skill mismatch is only a minor part

This instrument was designed to help graduates in their transition from education to work. Tackling the skills mismatch is important element of this instrument, however, skill mismatch is not addressed directly. Through comprehensive career guidance and other career centres´ activities, students are being guided in their career planning activities. However, there is no mechanism in place that can directly influence their decisions related to labour market transition.

Aim of policy instrument
Administrative level
National
Main responsible body

Ministry of Education, Science and Sport, Higher Education Directorate

Stakeholders

Ministry of Education, Science and Sport: contracting authority, monitoring and evaluation
Universities and HE institutions: responsible for the implementation of LMSI activities
Students: end users
Employers: end users and participants
Stakeholders also include chambers, offices, and agencies etc taking part in career centres' activities

Funding

In the period 2015-2020, €5,750,000 was issued and €4,740,851 was allocated to nine applicants. The project is co-financed by the Ministry of Education, Science and Sport (20%) and the European Social Fund (80%) under the Operational Program for the Implementation of the European Cohesion Policy for the period 2014-2020.

Intended beneficiaries

The intended beneficiaries are primarily students receiving the career guidance and counselling. Employers benefit as well from being able to tap into the pool of perspective future workforce. Universities benefit by developing tighter cooperation with industries, by learning about employers´ needs and exploring future ways of cooperation.

Processes

Use of labour market intelligence

LMSI is primarily used to inform guidance counsellors, so as to provide sound advice regarding relevant career paths. Through this measure the following activities aimed at developing career guidance and its implementation within career centres are being co-financed:
- the continued operation of career counsellors and/or the work of career centre coordinator;
- education and training for career counsellors and/or coordinators at home or in EU Member States;
- presentations of companies at faculties, company visits, presentations of programs and graduate profiles to potential employers, and organisation of other events;
- promotion and dissemination of project results;
- organisation of events (workshops, round tables, seminars, lectures) that inform students about the importance of career planning and lifelong learning;
- upgrading of career centre's portal.

Financial schemes

Cost reimbursement:
- Costs of labour and other reimbursement related to the work of the coordinators and/or career advisers
- Other external charges
- Public communication costs
- Indirect costs (flat rate of 15% of the direct eligible costs)
- VAT

Frequency of updates

The instrument not been updated yet.

Development

No.

Barriers

No known. Activities are carried out in accordance with the plan.

Monitoring

Performance is measured by using indicators defined in a public tender. The following indicators are being used to regularly monitor the policy instrument:
- the number of all career centre users (students)
- the number of employers involved in the project
- the number of events intended to exchange experiences or good practices
- the number of foreign employers in the database
- the number of Slovenian employers in the database
- the number of students trained for proper self-representation at employers etc
There is no analytical document available yet.

Innovativeness
Slightly innovative

In addition to students (at undergraduate and graduate level of study), the project also targets future students. The employers´ database also encompasses the possibility of including Slovenian and foreign employers, who will have future interest to cooperate with students. Students are also provided with training on how to integrate the competencies acquired when studying abroad into self-presentation and CV.

Sustainability

Evidence of effectiveness

Not known, since no evaluation of the instrument has been conducted thus far. The project ends in 2020.

Engagement of stakeholders

The LMSI is being developed on the basis of the Operational Programme for the Implementation of the European Cohesion Policy 2014 - 2020.

Transferability
Easily transferable

This instrument is easy to transfer to a higher education environment.

Sustainability

The ongoing program (policy) is being financed predominately out of ESF and is thus bound up to successful implementation.

Description

Timespan

Since 2010

Stage
Fully operational

Foundations

Policy area

Competence centre projects serve the purpose of common development of employee competences. In these projects, the key positions of employment and the desired competences are determined, and employees are being trained depending on the requirements and the highlighted deficits.

Policy goal

The policy instrument aims to reduce disparities between qualifications and labour market needs by increasing the qualifications of the personnel employed in the industry, in order to contribute to the competitiveness of employees, enterprises and the Slovenian economy in general. The aim of the competence centres is to improve the competences, productivity, creativity and innovativeness of employees and to strengthen the competitiveness of the Slovenian economy. The instrument supports the following activities:
- establishment and operation of the competence centre project office.
- development of an HR development function (development/upgrading of the competence model, defining competence profiles for selected jobs, identifying competencies deficiencies and competencies of the future, development of new training programs and models/systems for systematic internal knowledge transfer).
- development of employees´ qualifications through the implementation of training.
- networking with partners in the field of human resources development.
- informing professionals and the rest of the public.

Mismatch
Explicitly designed to address skill mismatch

Competence centres aim to reduce disparities between the existing level of qualifications and industry needs through common development of employee competences. First the key positions of employment and the desired competences are determined, and then employees are trained depending on the requirements and the highlighted deficits.

Administrative level
National
Main responsible body

The Public Scholarship, Development, Disability and Maintenance Fund of the Republic of Slovenia

Stakeholders

Employees: taking part in training or retraining.
Employers: taking care of strategic HR development (definition and implementation of training), collaboration between companies involved in partnership/project and dissemination of knowledge and synergies.
Legal entities of private law (e.g. interest associations, chambers): acting either as the "administrative financial partner" carrying out the tasks of the project office or "personnel partner", which performs personnel support and advisory tasks.

Funding

The total indicative available grant amount for the years 2017, 2018 and 2019 is €3,967,000 (€5,580,000 for 2016-2020 according to the Implementation Plan for the Operational Programme for the Implementation of the EU Cohesion Policy 2014-2020). The ESF funds account for 80%, while the funds allocated by Slovenia represent 20%.

Intended beneficiaries

By taking part in training or retraining, employees improve their competencies, productivity, creativity and innovativeness. By strengthening the HR development function (through the development of new competency models and the implementation of training), and through collaboration between companies involved in the partnership/project, companies strengthen their competitiveness and innovation potential, as well as promotion of the industry.

Processes

Use of labour market intelligence

Employee training developed on the basis of the newly developed competence model, taking into consideration existing competencies deficiencies and competencies of the future, improves competencies, productivity, creativity and innovativeness of employees, and strengthens competitiveness and innovation potential of the company. LMSI is used to contribute towards the overall goal of the policy instrument by highlighting new skills and occupations in the (digital) economy, designing new training programs and updating national qualification framework.

Financial schemes

Co-financing the establishment and operation of competence centres for human resources development, based on public calls.

Frequency of updates

3 public call since 2010.

Development

Monitoring, support and guidance activities of the projects have been strengthened. The exchange of experience already gained in different projects during their duration has also been introduced. Even greater emphasis has also been placed on identifying the competences of the future. Some program activities have been made available at different (more) locations.

Barriers

Administrative challenges. In addition to that, during times of economic growth, there is an evident lack of time to carry out trainings and other activities that represent companies´ core business.

Success factors

The exchange of experience already gained in different projects during their duration.

Monitoring

The measure is monitored regularly through the following indicators:
- the number of participants in training programs, specialisations, additional qualifications and retraining.
- the number of competence models developed or upgraded at the sectoral level/field of competence centre operation.
- the number of training programs and/or initiatives developed for the preparation or modification of the vocational standard, and consequently the educational program or national vocational qualifications.
Alongside this, indicators on the personal data of individuals participating in projects is also being collected and analysed.

Innovativeness
Slightly innovative

Competence centres are already well known and established throughout the EU. However, the competence centres for the HR development instrument has offered so many variants of implementations and different end-results through just one platform (observed across sectors, service type, type of production, skill and education level of employees, different HR practices, leadership involvement, mutual learning, etc). Competence centres for HR development will be presented as good practice in Croatia for the field of tourism. Slovenia’s competence centres for HR development concept also received an award.

Sustainability

Evidence of effectiveness

According to the Public Scholarship, Development, Disability and Maintenance Fund of the Republic of Slovenia webpage, significant results have been achieved during 2011-2015:
- Competence centres for human resources development have developed 19 industry models of competences.
- More than 300 companies have trained 14,500 employees, who altogether realised 50,000 training attendances.
- 50% of trainings represented professional training, 15% other professional skills and 15% soft skills development.
- Vulnerable groups (disabled, less educated, elderly) were also included in the training activities.

In the period 2016-2018, 11 competence centres for human resources development are being supported, which include as many as 250 companies with more than 35,800 employees.
The evaluation of the Competence centres HR development during 2007-2013 represents the part of the "Končno vrednotenje izvajanja Operativnih programov programskega obdobja 2007 - 2013 v Sloveniji" report. The expectations have been surpassed, and according to the evaluation, the following results have been achieved during 2007-2013:
- The number of employees involved in training was greatly exceeded (in some KoC even three times more than planned).
- Instrument contributed to a higher degree of employee qualification, at the same time, the training included personnel that otherwise would not have been educated/trained.
- Participation in KoC enabled many companies to continue or to strengthen the education of employees during the times of economic crisis.
- Participants believe that the attained knowledge was very useful both in the field of expertise and general competences.
- The flexibility of the content and training providers have been highlighted as an important asset of the instrument.
- Positive effects were recorded at the level of an individual employee (a higher degree of inclusion, a sense of personal importance, a different attitude towards training), as well as at the level of the company or management.
- Participation in training/education had a significant impact on improved quality of the product supply and added value.
- In respect to sustainability, after the completion of co-financing, investment in personnel and training continues at the enterprise level, but in most cases to a lesser extent.
- Participation in some cases also led to the development of internal education/training, which does not require particularly large financial resources (internal training and mentoring programs).
- Networking and cooperation in identifying skills and competencies in the industry took place.

Engagement of stakeholders

The LMSI is being developed on the basis of the Operational Programme for the Implementation of the European Cohesion Policy 2014 - 2020.

Transferability
Easily transferable

This instrument can be transferred to any country or industry sector where there is the need to generally modernise existing competencies and strengthen HR development function.

Sustainability

The LMSI upgrade project is being financed predominately out of ESF and is thus bound up to successful implementation.

Description

Stage
Other

Project is in its developmental stage

Foundations

Policy area

This is the new LMSI platform being developed from ground up that will form the backbone of the labour market tools and policies.

Policy goal

The policy instrument addresses the lack of relevant instruments and advanced tools that enable quality labour market forecasts, which, combined with a shortage of in-depth cooperation between the individual stakeholders (public institutions, business associations, research institutions, social partners), disrupts the consistency of labour supply and demand and quality forecasts for labour market needs. The instrument addresses this challenge by:
- developing a taxonomy of competencies, the establishment of an employment competency model and the implementation of its use, which is aimed at the effective coordination of supply and demand in the labour market.
- developing a model for identification of employers’ short-term needs for knowledge, skills and competences in the labour market, which will be realised by the implementation of employment forecasts.
- developing a multi-channel services with the emphasis on the use of modern information technologies, solutions and services in accordance with user needs and expectations.

Mismatch
Explicitly designed to address skill mismatch

Relevant stakeholders are developing their own model for early identification of key competencies. The instrument will upgrade the existing methodology used to identify employers' short-term employment needs, and develop a methodology to establish employer needs regarding knowledge and competencies in the labour market. The developed competency model of employment will also aid efficient identification of the employability of the unemployed and job seekers. In addition, new methods will link advanced communication tools (web, mobile platforms, telephone, personal contact) with activities available to the unemployed, jobseekers, and employers.

Aim of policy instrument
Administrative level
National
Main responsible body

Employment Service of Slovenia

Stakeholders

Labour market institutions and other institutions operating in the labour market field (e.g. Statistical Office of the Republic of Slovenia, employers’ associations, Institute of the Republic of Slovenia for Vocational Education and Training, university career centres, etc) will use the platform to identify current and project future employers' short-term employment needs and labour market supply.
Jobseekers and the unemployed will benefit in terms of more effective counselling and better skill matching within job placement process.
Employers will benefit in terms of more effective pre-selection of employment candidates, as well as clearer projections of labour market supply.

Funding

A total of €2,285,500 is being allocated to the project. 80% of the cost of the project will be financed by the European Union from the European Social Fund and 20% will be financed by the Republic of Slovenia from the Slovenian budget.

Intended beneficiaries

The unemployed, jobseekers, employers and other relevant labour market stakeholders will benefit from the developed employment competency model and the implementation of its use, which is aimed at the effective coordination of supply and demand in the labour market.

Processes

Financial schemes

None

Frequency of updates

This LMSI platform is in its developmental stage.

Development

This LMSI platform is in its developmental stage.

Barriers

This LMSI platform is in its developmental stage.

Success factors

This LMSI platform is in its developmental stage.

Monitoring

Not yet available. Up to now the project progress has been monitored through an internal monitoring process by the developmental team.

Innovativeness
Slightly innovative

Skills-based profiling and matching tools/platforms are already well developed in other EU countries. However, Slovenia has yet to developed a comprehensive skill matching platform, which when fully operational will certainly bring a new level of matching supply and demand in the labour market.

Sustainability

Evidence of effectiveness

Not yet known.

Engagement of stakeholders

The LMSI is being developed on the basis of the Operational Programme for the Implementation of the European Cohesion Policy 2014 - 2020.

Transferability
Not easily transferable

This LMSI platform is in its developmental stage.

Sustainability

The LMSI development project is being financed predominately out of ESF and is thus bound up to successful implementation.

Description

Timespan

March 2016-May 2021

Stage
Fully operational

Foundations

Policy area

PUM-O is listed in the current catalogue of ALMP measures.

Policy goal

PUM-O is an informal education program intended to empower young adults (15-26 year olds) for their labour market entrance and active participation in society, based on the acquisition of key competences. Focused initially on youth not in employment, education or training (NEET), who are especially vulnerable, PUM-O has three main objectives:
- formation of professional identity, developing the candidates' sense of initiative and entrepreneurship in order to help them enter the labour market;
- development of learning abilities and basic skills;
- formation of personal identity and the promotion of their active participation in society.

Mismatch
Part of broader programme, yet with explicit focus

PUM-O tackles the skills mismatch through the mentor process developed to help programme participants plan and implement a career plan through negotiated curriculum. The programme comprises of three key educational modules:
- Career planning and development of professional identity helps participants 'behave' in the labour market.
- General education aims to build their general knowledge about local and global trends, society, culture, social relations, etc, and improves the ability to actively use modern technologies.
- Personal growth and sustainable lifestyle module focuses on interpersonal relationships and group-dynamic processes, physical and mental health, etc, giving participants a positive example and allowing them to gain a positive personal experience.

Aim of policy instrument
Administrative level
National
Main responsible body

SIAE at national level and other adult education centres at regional level.

Stakeholders

Ministry of Labour, Family, Social Affairs and Equal Opportunities (MoLFSA) - funding, control, evaluation
Slovenian Institute for Adult Education (SIAE) - implementation, programme development
Local adult education centres - implementation
Employment Service of Slovenia (ESS) - implementation, programme development

Funding

80% of the cost of the project will be financed by the European Union from the European Social Fund, and 20% will be financed by the Republic of Slovenia from the Slovenian budget. A total of €8,600,226 ESS funds is being allocated to the project.

Intended beneficiaries

PUM-O beneficiaries are young adults aged 15-26, who are unemployed or are first-time jobseekers, not in education or have problems in education that can lead to discontinuation of schooling. The instrument should improve their long-term employability, integration into the labour market, and social integration.

Processes

Use of labour market intelligence

LMSI is primarily used to inform guidance counsellors, so as to provide sound advice regarding relevant career paths. PUM-O is a mentored education process developed to help participants plan and implement a career plan through negotiated curriculum. The programme comprises of three key educational modules.
- Career planning and development of professional identity helps participants 'behave' in the labour market.
- General education aims to build their general knowledge about local and global trends, society, culture, social relations, etc, and improves the ability to actively use modern technologies.
- Personal growth and sustainable lifestyle module focuses on interpersonal relationships and group-dynamic processes, physical and mental health, etc, giving participants a positive example and allowing them to gain a positive personal experience.

Financial schemes

Participant are reimbursed monthly for the previous month:
- Travel allowance: travel costs for each day of actual participation in PUM-O amounts to €0.13 for each kilometre from place of residence to PUM-O location and back.
- Activity allowance: €1.10 or €0.70 for each hour of actual participation. It is paid if participation lasts at least 100 hours.

Frequency of updates

There have been no substantive changes to PUM-O. The goals and program mechanism remain unchanged.

Development

PUM-O has not been adjusted since its introduction in 2016. PUM-O is the successor of PUM, a well-established non-formal adult education program, Project Learning for Young Adults, established to reduce the social exclusion of the most endangered group of young school dropouts in the 1990s. In the course of fifteen years, although very successful, PUM also showed some shortcomings, as well new emerging needs of youth, and especially the new opportunities for developing and supplementing the program. Based on the experience of the PUM and taking into account new social circumstances, PUM-O was developed.

Barriers

Employment Service of Slovenia (ESS) observes minor barriers related to PUM-O providers. Some of the providers have failed to fulfil the conditions for program providers.

Success factors

Not known, since no evaluation of PUM-O has been conducted thus far.

Monitoring

The Employment Service of Slovenia (ESS) is regularly monitoring PUM-O in the same manner as other ALMP measures: the number of entrants, expenditures, the number of meetings, duration of the individual program, the number of contracts with local education centres, and all other available derived indicators.

Innovativeness
Very innovative

There are several innovative aspects of PUM-O:
- An individualised approach to designing and supporting achievement of career goals.
- An active role of the participant in the whole process of training and competence enhancement.
- A goal-oriented approach to acquiring competencies and knowledge that enables the permanent development of lasting employability.
- The mode of implementation at the individual level requires the integration of various institutions, the intersection of the inter-sectoral department and the complementary action of the labour market players.

Sustainability

Evidence of effectiveness

Not known, since no evaluation of PUM-O has been conducted thus far. Evaluation on POM-O´s predecessor PUM has been prepared by the Slovenian Institute for Adult Education (SIAE) in 2010.

Engagement of stakeholders

The LMSI is being developed on the basis of the Operational Programme for the Implementation of the European Cohesion Policy 2014 - 2020.

Transferability
Easily transferable

This instrument could be transferred to numerous countries with high levels of school dropout and/or percentage of NEET youth.

Sustainability

The LMSI development project is being financed predominately out of ESS funds and is thus bound up to successful implementation.

Description

Timespan

December 2012 onwards

Stage
Roll-out

Foundations

Policy area

eVŠ is an analytical tool supporting evidence-based policy making in higher education, and is also available to HEIs.

Policy goal

eVŠ was developed for the purposes of:
- determining students’ eligibility to study and other rights chargeable to public funds.
- HE policy planning and the monitoring of the HE system.
- the monitoring of a network of HE institutions and study programmes.
- the monitoring of the employability of higher education graduates, which will enable appropriate professional and career counselling and will provide the basis for forecasting the needs for higher education staff in the labour market.
- public information.
- for research, analytical and statistical purposes, i.e. for the implementation of statistical, social and economic and other research activities in the area of HE. eVŠ addresses the fundamental need for the monitoring of students' employability, related to the question of transition from education system to labour market, and the problem of poor competencies - work match. eVŠ also addresses the general public policy trend of increased transparency, accountability and evidence-based decision-making, the growing international competitiveness of HEIs and the ever-increasing need for collecting and processing data.

Mismatch
Part of broader programme, yet with explicit focus

Monitoring of the employability of higher education graduates for the purpose of professional and career counselling, and forecasting the demand for higher education staff represents one, among many, eVŠ functions.

Administrative level
National
Main responsible body

Ministry of Education, Science and Sport, Higher Education Directorate

Stakeholders

Ministry of Education, Science and Sport, Directorate for HE: eVŠ management (development, maintenance), user support
Ministry of Public Administration: managing infrastructure, provision of data exchange platform, technical support
The Slovenian Quality Assurance Agency for Higher Education (SQAA): data on HEIs and study programmes
HEIs: users

Funding

In 2017, the eVŠ (Records and analytical information system for higher education in the Republic of Slovenia) received additional funding for the purpose of its upgrade. The 'Establishing a system for monitoring the employability of higher education graduates in Slovenia and upgrade of eVŠ' project is valued at €500,000. The share of co-financing by the ESF is 80%. The project will last until 2020.

Intended beneficiaries

Since this is a system measure, all relevant higher education and labour market stakeholders will benefit: young graduates, HEIs, Ministry of Education, Science and Sport, Employment service of Slovenia (ESS), and Statistical Office of the Republic of Slovenia (SORS). Labour market stakeholders will use the data to identify current and project future labour market supply. HE stakeholders will use data for planning and monitoring purposes - monitoring of the employability of higher education graduates and forecasting the needs for higher education staff in the labour market, and to provide appropriate career counselling. Young graduates will benefit from more effective career counselling.

Processes

Use of labour market intelligence

This is the new LMSI platform being developed from ground up. eVŠ is comprised of a database with numerous registers: HE institution register, study program register, student and graduate register, register of calls for enrolment, register of people registered for enrolment, register of people who have applied for subsidised student accommodation, job-seeker register, education grant register and Pension and Disability Insurance Institute of Slovenia insurance holders' register. Available data will allow determining students’ eligibility to study, HE policy planning and monitoring of the HE system, monitoring of HE institutions network and study programs, the analysis of graduates´ employability, and analysis of permeability from school education to higher education.

Financial schemes

None

Frequency of updates

The development of eVŠ is still not completed.

Development

eVŠ is still not developed and implemented to its full extent.

Barriers

Not known.

Success factors

Recent changes of the Higher Education Act enacted the legal basis for provision of data.

Monitoring

Not yet available. Up to now the project progress has been monitored through an internal monitoring process by the developmental team.

Innovativeness
Slightly innovative

Connecting different national registers for the monitoring needs related to educational systems and transition to labour market is already well developed in other EU countries. However, Slovenia has yet to developed a fully functional comprehensive system and integrate it in the policy making process.

Sustainability

Evidence of effectiveness

Not yet known.

Engagement of stakeholders

The LMSI is being developed on the basis of the Operational Programme for the Implementation of the European Cohesion Policy 2014 - 2020.

Transferability
Not easily transferable

Difficult to specify, since successful transferability is to great extent related to specific data needs and existing data collected at a national level.

Sustainability

The LMSI upgrade project is being financed predominately out of ESF and is thus bound up to successful implementation.