On 9 October, the strategic analysis centre (Centre d’analyse stratégique – CAS) submitted the analysis paper Individualisation in employment policies: what are the effects of the cheques, accounts and contracts? This paper is the result of an international comparison of individualised schemes in employment policies and their respective effects. The political background of this paper is characterised by a roadmap given to the social partners on the theme of employment security and it is also linked to the openness of collective bargaining related to this topic. In its report Labour - employment within 20 years (2011), CAS proposed creation of a social individual account (for the portability of social rights).
As part of the budget for 2013, parties across the political spectrum have agreed significant funding to improve VET provision.
The need for lifelong learning is leading to rising demand for training opportunities. This will involve a transformation of the learning environment within companies, but also the provision of training outside the job itself.
Payback clauses are a legal instrument that encourages companies to invest in training. Companies provide training, but in return bind employees to the company for a certain period of time. In fact, employees are free to move to another company; they may however be expected to reimburse the cost, or part of the cost, of the training they received.
This Cedefop report examines whether, and how, payback clauses for employer-financed training are regulated in 33 European countries. In-depth analysis is carried out for eight countries: Germany, Italy, Luxembourg, the Netherlands, Romania, Slovakia, Sweden and the UK.
On 8 May, the Latvian government approved the proposal of the Ministry of Education and Science to invest an additional EUR 88.2 million from EU funds in vocational education and science. This has been the most significant contribution to the development of Latvian vocational education so far.
One of the reasons why adults do not take up education and training is cost. Loans provide a way to cover these costs. But which schemes are used across Europe, and which work best? Cedefop’s latest research paper reviews the use of loans for learning in 33 European countries and analyses the schemes in eight Member States: France, Hungary, the Netherlands, Austria, Poland, Finland, Sweden and the UK.
One of the reasons why adults do not take up education and training is cost. Loans provide a way to cover these costs. But which schemes are used across Europe, and which work best?
Cedefop’s latest research paper reviews the use of loans for learning in 33 European countries and analyses the schemes in eight selected Member States: France, Hungary, the Netherlands, Austria, Poland, Finland, Sweden and the UK.
A look at education and training loan schemes in 33 countries identifies some good practice principles for their design and implementation.
Resources for training are scarce, and employers are encouraged to provide training for their own employees. But how can they be sure they will have a good return of investment? And what about the time needed for training? Cedefop held a workshop on 6-7 June to discuss, validate and complement the results of its upcoming studies on two regulatory instruments designed to address these concerns: training leave and payback clauses.