Sperimentazione apprendistato

Apprendistato per la Qualifica e il Diploma professionale
Apprenticeship for an upper secondary vocational Degree
Youth Guarantee - First Results
Piedmont Region contribution to Apprenticeship Schemes
Parallel Technical Workshops - Rome 15 october 2014
Apprenticeship New Contracts Trends in Piedmont
2012
2013
2014
Employed: 55.837
22.074
18.783
14.980
Annual change %
-6%
-15%
+6,6%*
* 2014 vs. first 9 months of
2013
Youth employment according kind of contracts (under 30)
% apprentices vs. youth
employment contracts > = 6
months
22 %
% apprentices vs. overall
youth employments
9%
Regional Governance
Involved Stakeholders
1
a)
b)
c)
d)
ENTERPRISE
Enhancement of enterprises as training entities
Labor cost
Smart procedural System and Companies support
Training management flexibility
2 APPRENTICES
a) Training methods
b) Action to avoid dropping out of schools
supporting the training achieving
c) Relatives involvement
3
4
a)
b)
TRAINING SYSTEM
Local training cluster
Deputy Vocational Training Agency for each area
Training method: customized/ remote tooling/more
classes together
4
5
a)
b)
c)
REGIONAL GOVERNMENT
Governance
Light administrative impact: standard cost
Information system Continuous Improvement
INSTITUTIONS AND GOVERNATIVE
STAKEHOLDERS
a) Agreement with governative stakeholders
on laws Act
b) Agreement on salary negotiation
c) Institutions coordination: Local Government
- jobs services / Italia Lavoro*/ trade union/
training system
* Italia Lavoro S.p.A. is a company entirely owned by Economy and
Finance Ministry which acts as an instrumental entity of Labor and
Social Policy Ministry for the promotion and management of labor
market policies, employment and social inclusion measures.
Apprenticeship for an upper secondary vocational Degree:
The 2012-2014 Pilot Program
Vocational training implementation
Apprentices involved in public
vocational training offering
131
1st training year
78
2nd training year
26
Rolling list for admission
27
Committed resources
1 Mil €
Main profiles
Apprenticeship for an upper secondary vocational Degree:
The 2012-2014 Pilot Program
Apprentices characteristics
Age
Educational
level
Gender
Citizenship
Apprenticeship for an upper secondary vocational Degree
In 2015
the first people employed with
Apprenticeship contract will achieve the
upper secondary vocational degree
National level
Issues and solutions
Issues
Current and implementing solutions
1. Achievement of vocational certificate
(vocational training degree or upper
secondary school degree) within 3 - 4
years.
1. Change into vocational apprenticeship
(Art.7bis of Law No. 99/2013).
2. Early recesses (in particular at the age of
18 with re-employment in the same firm
under the art. 4 of the Consolidated Act on
Apprenticeship).
2. Deterrent rule against Art. 4 or incentive one
to keep the Art. 3 of the Consolidated Act on
Apprenticeship.
3. The 22 profiles of upper secondary
vocational degree still have problems in
communicating and matching with
contractual professional profiles.
3. Forecast a wide range of profiles and
vocational degree.
National level
Issues and solutions
Issues
Current and implementing solutions
4. Formal mistakes in new hiring due to a
low awareness of legal provisions (art. 3
of the Consolidated Act on
Apprenticeship).
4. Former evaluation by an external assessor to
value the feasibility of the process for the
acquisition of an upper secondary
vocational degree.
5. Company Cost as in the case of
vocational apprenticeship – greater
mandatory training effort – human
resource harder to include in company
organization.
5. Higher incentives – salary negotiation – part
time.
6. Low knowledge of contract terms.
6. Communication campaign - educational
guidance - agreements with jobs expert firms
consultants.
Regional level
Main issues
• low information about contract’ constraints and
opportunities;
• high weight of labor cost on training requirements;
• new hiring fragmentation (time and space);
• high number of early recesses;
• socially weak demanding users, often reluctant to traditional
scholastic education;
• not frequent adequate training skills inside companies.
The new Piedmont model
• organized and continuous information actions toward enterprises and
intermediaries players;
• matching between enterprises and apprentices;
• relationship between companies and vocational training agencies before
hiring;
•preparatory period inside the company in coordination with the
school activities
•contract starting date at the beginning of school year;
• training provided jointly by companies and vocational training agencies;
• logistic issue management;
• same training duration equal both for adults and minors;
• salary regulation.
Thank you for your time