Slovenia

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List of policy instruments

  • Competence centres for HR development 2019-2022

    Kompetenčni centri za razvoj kadrov 2019-2022

    Description

    Focus area
    Key training policy measure
    Competence Centres connect companies in partnerships for human resources development and represent an incentive for employers to use employee development as a strategic tool for achieving greater competitiveness and better business results. 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.
    Link
    Reference/weblink
    https://www.srips-rs.si/en/human-resource-development/competence-centers-human-…
    Implementation level
    At what level is the initiative implemented?
    National
    Legal base
    Legal base (E.g. Law, regulation, implementing provision, other)
    Implemented under the Operational Program for the Implementation of European Cohesion Policy 2014-2020
    Starting period
    TIMESPAN: In what year did the initiative commence?
    The iniciative commence in 2010. New operation and funding cycle began in 2019 (and will end in 2022).
    Policy area
    To which POLICY AREAS(s) does the initiative apply?
    Training
    Innovation
    Digital economy
    Funding
    How it is funded?
    Funded by national government
    Ministry of Labour, Family, Social Affairs and Equal Opportunities (20%)
    Funded as project (at least 3 years)
    Funded by the EU
    EU - European Social Fund (80%)

    Skill mismatch

    Skill mismatch target
    What type(s) of skills MISMATCH does the initiative aim to addresses?
    Underqualification (individuals' qualifications/credentials are below their job's needs)
    Skills obsolescence (some or all of an individual's skills are no longer relevant to the current employer or in the labour market generally)
    Skills matching focus
    How does  the initiative address skills mismatches?
    Upskill or reskill employed adults
    training of employees with the aim of improving their competencies, productivity, creativity and innovation
    Skills delivered
    What types of skill  does the initiative deliver?
    Basic literacy and numeracy skills
    Basic digital skills
    More advanced digital skills
    General employability skills (team working, communication, etc.)
    Green skills
    Job search skills
    Career management skills

    Methods

    Methods
    What methods of undertaking skills assessments and / or skills anticipation does the policy instrument utilise?
    Skills forecasting
    The instrument provides assessment of the skills that are/will be needed in the labour market/the industry.
    Skills foresight
    The instrument provides assesment of the skills that the personnel in the labour market/the industry have already obtained.
    Use of skills intelligence
    How is labour market information / skills intelligence used within the initiative?
    Informing and training career guidance and counsellors
    The initiative is strenghtening and developing HR functioning and supports the establishment and operation of the competence centres as well as supports networking in the field of HR between partners.
    Enabling strategic business decisions at sector/enterprise level
    The initiative supports development of employees´ qualifications through the implementation of trainings in order to contribute to the competitiveness of employees.

    Stakeholders

    Main responsible body
    Main body or organisation with overall responsibility for the initiative.
    Other
    The Public Scholarship, Development, Disability and Maintenance Fund of the Republic of Slovenia
    Other involved organisations
    Which other organisations have a role in the initiative?
    National ministry
    The Ministry of Labour, Family, Social Affairs and Equal Opportunities provides co-funding.
    Social partner: employer organisation
    Employers take care of strategic HR development (definition and implementation of training), collaboration between companies involved in partnership/project and dissemination of knowledge and synergies.
    Chambers of Commerce
    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.

    Sustainability

    Success factors
    SUCCESS FACTORS in the implementation
    The exchange of experience, skills and knowledge; trained participants (employees) with new/upgraded skills.
    Barriers
    BARRIERS in the implementation
    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. The year 2020 has been especially challenging in terms of implementation of the trainings due to the pandemic of Covid-19.
    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 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.
    Updates
    UPDATES: whether there have been any major updates of the initiative since it has been implemented?
    No
    No major changes. In 2019 the new cycle of the initiative began (which will end in 2022). 10 competence centers are supported that include 327 companies.
    Effectiveness
    EVIDENCE ON EFFECTIVENESS: How effective is the policy instrument?
    In the first period of implementation of the programme, beginning in 2010 and ending in 2015, 19 industries were supported, 300 companies were included, more than 14.000 employees were trained and more than 7 million EUR was invested. In the period 2017–2018, 11 competence centres for human resources development were supported, which included 250 companies with more than 35.800 employees. In the period 2019–2022, 10 competence centres for human resources development are supported, which include 327 companies. The estimated participants of the trainings is 22.352.
    Sustainability
    SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
    The policy instrument is funded mainly by the EU and has been implemented successfully for more than 10 years. Its sustainability is promising. It is not focused only on particular industries or companies of particular size. The trainings aim at improvement and strenghtening of competencies individuals need at the workplace.

  • Foundation for Employees Trainings

    Zavod za izobraževanje delavcev

    Description

    Focus area
    Main skills assessment/anticipation initiative
    Based on a dismantled compulsory system, companies join in on a voluntary basis and contribute to sectoral as well as regional training funds. Members of the fund benefit from subsidies and services for training activities for employees. The goal of the initiative is to provide co-financing of formal and informal education and training of employees, further training for more demanding works, specialisation within profession, safety and health at work, knowledge of language, IT trainings etc. in order to obtain new and/or necessary skills of the employees.
    Link
    Reference/weblink
    http://zavod-zid.si/English_1/
    Implementation level
    At what level is the initiative implemented?
    Regional
    Legal base
    Legal base (E.g. Law, regulation, implementing provision, other)
    Establishment Act of the Foundation for Employees Trainings (document available in Slovene language only): https://zavod-zid.si/AKT_O_USTANOVITVI/
    Starting period
    TIMESPAN: In what year did the initiative commence?
    The initiative began in 2020 and is ongoing.
    Perspective
    PERSPECTIVE: is the initiative based on evidence derived from skill forecasts or foresight activities?
    Yes, it is based on the skills that employees of certain professions/in certain industries need to obtain/upgrade. Skills that employees obtain/upgrade under the initiative are either required by the law or are initiated by the employer.
    Policy area
    To which POLICY AREAS(s) does the initiative apply?
    Education
    Training
    Funding
    How it is funded?
    Other
    Employers pay a special contribution to the Foundation in order to ensure the organized education of workers at work and from work. The Council of the Foundation determines the amount of the contribution to education. The contribution is determined in the gross amount of 1 percent of a minimum gross salary in the Republic of Slovenia per employee. In 2020, the requested contribution is 6,5 EUR per employee. The funds raised through the contributions of employers are intended exclusively for education, training, advanced training, professional excursions, information, general cultural education of employees of employers who pay the contribution, and for the operation of the Foundation.

    Skill mismatch

    Skill mismatch target
    What type(s) of skills MISMATCH does the initiative aim to addresses?
    Underqualification (individuals' qualifications/credentials are below their job's needs)
    Skill gaps (worker's skills are below the level of proficiency required by their employers and jobs)
    Skills obsolescence (some or all of an individual's skills are no longer relevant to the current employer or in the labour market generally)
    Skills matching focus
    How does  the initiative address skills mismatches?
    Upskill or reskill employed adults
    Employers who are members of the Foundation may obtain co-financing of their employees trainings and education.
    Skills delivered
    What types of skill  does the initiative deliver?
    Basic literacy and numeracy skills
    Basic digital skills
    More advanced digital skills
    General employability skills (team working, communication, etc.)
    Green skills

    Methods

    Methods
    What methods of undertaking skills assessments and / or skills anticipation does the policy instrument utilise?
    Skills forecasting
    The instrument uses skills forecasting - the new/necessary skills that employees in certain professions need to acquire in order to be more successful at the workplace.
    Skills foresight
    The instrument uses skills forecasting - the new/necessary skills that employees in certain professions already obtained and might need to be upgraded.
    Use of skills intelligence
    How is labour market information / skills intelligence used within the initiative?
    Informing decisions on course funding/provision
    The initiative uses LMI in order to provide necessary courses for employees to obtain/upgrade their skills needed in their profession.

    Stakeholders

    Main responsible body
    Main body or organisation with overall responsibility for the initiative.
    Other
    Foundation for Employees Trainings
    Other involved organisations
    Which other organisations have a role in the initiative?
    Social partner: employer organisation
    Employers pay the contribution to the Foundation. Their employees' trainings and education are co-financed by the Foundation.
    Training Providers
    Training providers train and educate employees of employers who are members of the Foundation.
    Other
    Regional Chambers of Craft and Small Businesses (Ljubljana Vič, Ljubljana Center, Ljubljana Moste-Polje, Ljubljana Šiška). These are founders of the Foundation for Employees Trainings.

    Sustainability

    Success factors
    SUCCESS FACTORS in the implementation
    The available data shows that the Foundation has been steadily co-financing trainings and education of employees since its establishment. Trainings and education in the amount of 984.514,00 EUR have been co-financed since its establishment in 2010 and 12.812 employees included in the education and/or trainings.
    Barriers
    BARRIERS in the implementation
    The Foundation reported lack of (potentially productive) collaboration with the Chamber of Craft and Small Businesses of Slovenia.
    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 (publicly available) evaluations of the initiative has been conducted. However, the available data yearly shows the number of employees educated and trained via the initiative. The total number of trained/educated employees is 12.225 (data obtained in April 2021).
    Updates
    UPDATES: whether there have been any major updates of the initiative since it has been implemented?
    There have been no major updates of the initiative since its implementation.
    No
    The only minor change appeared in the Rules of the Foundation in 2020. Prior the amendment the Article 1 stated: “In order to ensure organized education of workers /…/, employers voluntarily pay a special contribution to the Foundation /.../”. In the amended Rules the word "voluntarily" was removed.
    Effectiveness
    EVIDENCE ON EFFECTIVENESS: How effective is the policy instrument?
    The available data shows that the Foundation has been steadily co-financing trainings and education of employees since its establishment. Trainings and education in the amount of 984.514,00 EUR have been co-financed since its establishment in 2010. In 2020 the Foundation co-financed trainings and education in the amount of 36.342,57 EUR; in 2019 in the amount of 58.508,49 EUR and in 2018 in the amount of 92.667,35 EUR. Trainings and education of 12.812 employees since its establishment.
    Sustainability
    SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
    The Foundation's instrument has been in operation for more than 10 years and has been gained trust among its members. It has been in operation continually without interruption and has co-financed trainings and education of employees in the amount of almost 1 million EUR since its establishment. The sustainability of the initiative is thus promising.

  • Increasing effective coordination of supply and demand in the labour market

    Učinkovitejše usklajevanje ponudbe in povpraševanja na trgu dela

    Description

    Focus area
    Main skills assessment/anticipation initiative
    The initiative is aimed at developing appropriate instruments for quality coordination of staffing and competence needs, which contributes to the reduction of structural disparities in the labor market and faster access of the unemployed to employment. The policy instrument addresses the lack of relevant instruments and advanced tools that enable quality labour market forecasts. The instrument addresses this challenge by: developing a taxonomy of competencies, the establishment of an employment competency model and the implementation of its use; developing a model for identification of employers’ short-term needs for knowledge, skills and competences in the labour market; developing a multi-channel services.
    Link
    Reference/weblink
    https://www.ess.gov.si/obvestila/obvestilo/ucinkovitejse-usklajevanje-ponudbe-i…
    Implementation level
    At what level is the initiative implemented?
    National
    Legal base
    Legal base (E.g. Law, regulation, implementing provision, other)
    Implemented under the Operational Program for the Implementation of European Cohesion Policy 2014-2020. Legal base: ministerial order.
    Starting period
    TIMESPAN: In what year did the initiative commence?
    The iniciative commence in 2016 (and will end in 2022).
    Policy area
    To which POLICY AREAS(s) does the initiative apply?
    Education
    Training
    Employment
    Funding
    How it is funded?
    Funded by national government
    Funded as project (at least 3 years)
    Funded by the EU
    European Social Fund

    Skill mismatch

    Skill mismatch target
    What type(s) of skills MISMATCH does the initiative aim to addresses?
    Skill shortages (employers cannot fill their vacancies due to a lack of skills in the labour market)
    Skill gaps (worker's skills are below the level of proficiency required by their employers and jobs)
    Skills matching focus
    How does  the initiative address skills mismatches?
    Match young graduates' skills to labour market
    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.
    Upskill or reskill non-employed adults
    The developed competency model of employment aids efficient identification of the employability of the unemployed and job seekers.
    Address mismatch broadly
    New methods will advanced communication tools (web, mobile platforms, telephone, personal contact) with activities available to the unemployed, jobseekers, and employers.
    Skills delivered
    What types of skill  does the initiative deliver?
    Job search skills
    Career management skills

    Methods

    Methods
    What methods of undertaking skills assessments and / or skills anticipation does the policy instrument utilise?
    Skills forecasting
    The instrument is developing a model for identification of employers’ short-term needs for knowledge, skills and competences in the labour market.
    Vacancy surveys
    The instrument recognizes market needs through the assesment of vacancy jobs registered at the employment service.
    Real-time labour market information (e.g. big data analysis of job advertisements, CVs)
    The instrument (that has been developing under the Employment Service of Slovenia - ESS) uses labour market information that the ESS regularly collects.
    Use of skills intelligence
    How is labour market information / skills intelligence used within the initiative?
    Designing training programmes to activate unemployed
    Training programmes to equip the unemployed with the skills and competencies that are needed in the labour market have been designed/influenced within the initiative.
    Informing and training career guidance and counsellors
    Career guidance and counsellors have been using LMI to provide information to job-seekers at the employment service.
    Informing career-making decisions of students
    Students have been provided with information about the labour market needs via career guidance and counsellors at the employment service.
    Informing job-search decisions of unemployed
    Career guidance and counsellors have been using LMI to provide information to job-seekers at the employment service.

    Stakeholders

    Main responsible body
    Main body or organisation with overall responsibility for the initiative.
    National PES
    Employment Service of Slovenia.
    Other involved organisations
    Which other organisations have a role in the initiative?
    Social partner: employer organisation
    Employers will benefit in terms of more effective pre-selection of employment candidates, as well as clearer projections of labour market supply.
    Chambers of Commerce
    Labour market institutions and other institutions operating in the labour market field will use the platform to identify current and project future employers' short-term employment needs and labour market supply.
    Research centres, universities
    Labour market institutions and other institutions operating in the labour market field will use the platform to identify current and project future employers' short-term employment needs and labour market supply.
    Other
    Jobseekers and the unemployed will benefit in terms of more effective counselling and better skill matching within job placement process.

    Sustainability

    Success factors
    SUCCESS FACTORS in the implementation
    This LMSI platform is still in its developmental stage.
    Barriers
    BARRIERS in the implementation
    This LMSI platform is still in its developmental stage.
    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 Employment Service of Slovenia is in charge of monitoring. The evaluation has not been yet conducted.
    Updates
    UPDATES: whether there have been any major updates of the initiative since it has been implemented?
    It is still in the process of implementation.
    No
    It is still in the process of implementation.
    Effectiveness
    EVIDENCE ON EFFECTIVENESS: How effective is the policy instrument?
    This LMSI platform is still in its developmental stage.
    Sustainability
    SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
    The sustainability of the instrument can not be yet predicted.