Service Plan for FÁS Training Provision 2013

Transcription

Service Plan for FÁS
Training Provision 2013
Published
By
FÁS Planning Department,
27-33 Upper Baggot Street,
Dublin 4
Ireland
Ph.: 01-6070500
www.fas.ie
Endorsed by the FÁS Board – March 2013.
Page 1
Table of Contents
List of Acronyms
Introduction
Executive Summary
Section 1
FÁS Strategy and Business Planning Model
Page
5
8
12
32
1.1
Purpose of the Service Plan
34
1.2
Overarching Planning Guidelines and Parameters
36
1.3
FÁS Business Planning Model
37
1.4
Working Assumptions with regard to Training Provision 2013
38
1.5
Risk Management
39
1.6
Organisational Goals and Key Deliverables for 2013
41
1.7
Training Response in 2012 & 2013
43
1.8
Excellence in FÁS Training
44
Section 2
External Environment
46
2.1
The Government’s Reform Agenda
47
2.2
Economic and Labour Market Context in 2013
50
2.3
What are Employer Bodies saying?
53
2.4
Education and Training Context in 2013
54
2.5
FÁS Training 2013 & Pathways to Work Activation Policy
54
2.6
Staffing Arrangements
55
2.7
Capacity Building
55
Section 3
Support Functions
56
3.1
Corporate Services
57
3.2
Training Provision
60
3.3
FET Strategy
62
3.4
Construction & Quarrying Skills Certification Schemes & SafePass
64
Section 4
Apprenticeship Training
66
4.1
Trends in Apprenticeship Training
67
4.2
Keeping Apprenticeship relevant
68
4.3
Redundant Apprentice Initiatives
69
Page 2
Page
Section 5
Training for Unemployed Persons
72
5.1
How FÁS training will be delivered
73
5.2
Profile of participants on FÁS courses
75
5.3
Momentum
76
5.4
Evidence based FÁS Training Provision
77
5.5
Keeping FÁS courses relevant
78
5.6
Career-Training Cluster Framework
79
5.7
Metrics
81
5.8
Certification Statistics
82
5.9
Indicative Targets
83
5.10
Vacancy Trends 2012 & Employment Opportunities in 2013
85
5.11
Examples of Emerging Employment Trends
86
5.12
Skills Shortages in 2013
87
5.13
Examples of FÁS Strategic Partnerships
87
Section 6
FÁS Funding 2013
90
6.1
FÁS Budget 2012
91
6.2
Training for Employment - Activity and Expenditure
92
6.3
Training for Employment – Proposed Beneficiary Numbers
95
6.4
Training for Employment by Cluster - Training Centre and eCollege
97
6.5
Training for Employment by Cluster – Momentum
99
List of Figures
Figure 1
Total Accident Frequency Rate for FÁS
58
Figure 2
Trends in Apprenticeship
67
Figure 3
FÁS Course Calendar
73
Figure 4
New Entrants into FÁS courses
74
Figure 5
FÁS Training Provision by Driver
81
Figure 6
Estimated Beneficiaries by Category
96
Figure 7
FÁS Training Provision by Cluster
97
Figure 8
Momentum Projects by Cluster
99
Figure 9
2013 Beneficiary Targets 2013 v Outturns 2012
101
Page 3
Page
List of Tables
Table 1
Organisational Goals & Key Deliverables for 2013
41
Table 2
Training Needs identified by DSP
75
Table 3
Career Training Cluster for IT
80
Table 4
Indicative Targets for 2013
84
Table 5
FÁS Budget 2013
91
Table 6
Training for Employment – Proposed Activity & Budget 2013
93
Table 6A
Training in Employment – Proposed Activity & Budget 2013
94
Table 7
Estimated Beneficiaries by Programme Type 2013 v 2012
95
List of Appendices
Appendix 1
Main Categories of FÁS Training
102
Appendix 2
DSP Training Requirements
106
Appendix 3
Overarching FÁS Planning Guidelines and Parameters
109
Appendix 4
Government’s Action Plan for Jobs
110
Appendix 5
FÁS Training Centres & ETBs
111
Appendix 6
Interim SOLAS Arrangements
112
Appendix 7
Examples of Skills Shortages
113
Appendix 8
Examples of Job Opportunities & relevant FÁS Programmes
114
Appendix 9
Career Training Cluster Framework
124
Page 4
List of Acronyms
ACCA
AHCPS
ASP
BUSI
CTC
CACMS
CAD
CDETB
C&AG
CAS
CDM
CER
CPC
CPSU
CTTL
C+G
DSP
DEL
DES
DPER
ECDL
ECF
EGF
EGFSN
ESF
ESRI
ETB
EU
EA
FÁS
FBS
FDI
FET
FETAC
FIT
FOI
GEO
GNP
GDP
HEA
HET
HETAC
HGV
HTML
ICAAP
ICS
IFI
IMF
IACTO
IOS
IUQB
Association of Chartered Certified Accountants
Association of Higher Civil and Public Servants
Active Server Page
Build Up Skills Ireland
Community Training Centre
Curriculum and Assessment Content Management System
Computer Aided Design
City of Dublin Education and Training Board
Comptroller and Auditor General
Common Awards System
Competency Determination Mechanism
Commission for Energy Regulation
Certificate of Professional Competency
Civil Public and Services Union
Contracted Training Tender List
City and Guilds of London
Department of Social Protection
Department of Education and Learning (Northern Ireland)
Department of Education and Skills
Department of Public Expenditure and Reform
European Computer Driving Licence
Employment Control Framework
European Globalisation Fund
Expert Group on Future Skills Needs
European Social Fund
Economic and Social Research Institute
Education and Training Board
European Union
External Authentication
Training and Employment Authority
FETAC Business System
Foreign Direct Investment
Further Education and Training
Further Education and Training Awards Council
Fastrack to IT
Freedom of Information
General Engineering Operative
Gross National Product
Gross Domestic Product
Higher Education Authority
Higher Education and Training
Higher Education and Training Awards Council
Heavy Goods Vehicle
HyperText Markup Language
Internal Capital Adequacy Assessment Process (Basel II).
Irish Computer Society
International Fund for Ireland
International Monetary Fund
Irish Association of Community Training Organisations
iPhone Operating System
Irish University Quality Board
Page 5
IVEA
LTU
MIG
MIS
MOS
MOU
NARC
NEAP
NEET
NFQ
NSD
NQAI
STP
LMETF
LTI
NALA
NTF
PLC
PMDS
PMG
PQ
PSEU
QA
QQI
RAPS
RCCRS
RPL
SAP
SAS
SCSI
SIPTU
SME
SMTC
SOLAS
SQL
SIS
SST
STB
SUR
TACS
TAPS
TESG
TIG
TSS
VEC
VET
Irish Vocational Education Association
Long-term Unemployed Person
Metal Inert Gas Welding
Management Information System
Microsoft Office Specialist
Memorandum of Understanding
National Apprenticeship Review Committee
National Employment Action Plan
Not in Education, Employment or Training
National Framework of Qualifications
National Skills Database
National Qualifications Authority of Ireland
Specialist Training Provider
Labour Market Education and Training Fund
Local Training Initiative
National Adult Literacy Agency
National Training Fund
Programmable Logic Controller
Performance Management and Development System
Pay Master General
Parliamentary Question
Public Service Executive Union
Quality Assurance
Quality and Qualifications Ireland
Redundant Apprentice Placement Scheme
Results Capture and Certification Request System
Recognition of Prior Learning
System Analysis and Program Development
Serial Attached SCSI
Small Computer System Interface
Services, Industrial Professional and Technical Union
Small Medium-sized Enterprises
FÁS Senior Management Team Central
An Seirbhís Oideachais Leanúnaigh Agus Scileanna
Structured Query Language
Server Integration Services
Specific Skills Training
Services to Business
Standardised Unemployment Rate
Trainee and Apprentice Clocking System
Trainee and Apprentice Payment System
Technical Employment Support Grant
Tungsten Inert Gas Welding
Training Standards System
Vocational Education Committee
Vocational Education and Training
Page 6
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Introduction
Within the Irish education framework, FÁS training provision is part of the Vocational
Education and Training (VET) system which, itself, is part of the Further Education and
Training1 and the Higher Education and Training sectors. VET takes a variety of forms in
each country and often within each country and Ireland is no exception. VET can be
education-based or company-based or both, as in the dual system of training e.g. the FÁS
Standard Based Apprenticeship programme. The level of vocational education in Ireland is
approximately one-third of the OECD average 2.
Generally, VET comprises of, more or less, all of the organised and structured activities that
aim to provide people with the knowledge, skills and competencies necessary to do a job or a
set of jobs, whether or not they lead to a qualification 3. VET may be job-specific or aimed at
a broader range of occupations. It is this occupational focus that has informed FÁS vocational
training provision since its establishment 4 and more specifically, the preparation of
individuals for working life and the development of preparatory and specific skills and
competencies to practice in a selected occupation or occupations.
As a non-commercial semi-state body and part of the public sector, FÁS is, along with
Vocational Education Committees, one of the main providers of VET 5 in Ireland. In 2013,
FÁS, within its allocated budget, will offer circa 4,000 vocational training courses to 72,000+
unemployed persons as well as to an estimated 1,500+ new apprenticeship registrants and
more generally to an existing apprentice population of approximately 9,000 at various stages
of both on and off-the-job training. A FÁS course calendar captures the schedule of courses
and associated capacity on a month by month basis and is accessible to all authorised staff in
the Department of Social Protection for information, guidance and referral purposes.
Information on the course schedule and the FÁS Course Search App (for mobiles) is
available on www.fas.ie.
Other statutory training providers include An Bord Iascaigh Mhara (BIM), delivering seafood
industry training and Teagasc, delivering agricultural training. Most VET occurs within the
state sector, although private providers also play an important role. VET is provided at
different levels, although the bulk occurs on completion of upper second-level education, as
the majority of pupils (approximately 90%) continue to upper secondary education in Ireland.
FÁS vocational training can take the form of apprenticeships, traineeships or specific skills
training delivered by FÁS for a range of occupations. Relatively shorter duration courses in
1
White Paper on Adult Education (2000), p 27-28, defines further education as that which occurs between second and third
level e.g. Post Leaving Certificate courses and Adult Literacy. It also defines continuing education and training, inter alia, as
the vocational development of people re-entering the workforce regardless of level. See also the Further Education and
Training Bill, 2013, Part 1, Section 2, (30), which states that further education includes further education provided for the
purpose of obtaining an award at a level that is not higher than level 6 specified in the NFQ.
2
IMF: Country Report, Ireland, Report No. 12/265, September 2012.
3
See for example Policy Reviews of Vocational Education and Training (VET), OECD, 2011. See also Vocational
Education and Training – Key to the Future, Cedefop, 2010.
4
The 1987 Labour Services Act, established FÁS (An Foras Áiseanna Saothair). FÁS was established on 1 st January 1988
and incorporated An Comhairle Oiliúna (AnCO), the Youth Employment Agency, and Manpower Service. In June 2000,
vocational training for people with a disability transferred from the National Rehabilitation Board to FÁS under its newly
established Disability Policy and Development Unit (DPDU) to promote policy implementation through the various
divisions of FÁS.
5
Spotlight on VET, paper prepared by the FÁS Skills and Labour Market Research Unit on behalf of CEDEFOP, January
2013.
Page 8
vocational training are also provided and can be effective6. See Appendix 1 for a summary of
the main categories of FÁS training provision.
Vocational education programmes, at this level, primarily include Post Leaving Certificate
courses (PLCs) delivered in either further education/training (VEC) colleges or second level
schools7. Some vocational education and training is also provided for other occupations
delivered by second level schools, FET colleges, private providers or sectoral providers8.
VET is also offered in the form of second-chance education programmes9.
By the end of 2013, the Further Education and Training (FET) landscape in Ireland is
expected to be very different to that existing at the start of the year. In summary and subject
to legislation, 33 existing VECs will be replaced by 16 new Education and Training Boards
(ETBs). The existing FÁS training centre network will be amalgamated, on a phased basis in
2013/2014, with the newly established ETBs. FÁS will be dissolved and a new further
education and training authority, SOLAS, will be established.
The Plan is structured as follows:
Executive Summary
Section 1 outlines the FÁS Training Strategy and its underlying principles, the
purpose of the annual FÁS Service Plan, the FÁS business planning model and the
associated overarching business planning guidelines and assumptions, as well as risk
assessment outcomes. The corporate key goals and deliverables for 2013 are then set
out. The FÁS training response 2012/2013 and some examples of the achievements of
FÁS participants complete this section.
Section 2 provides a summary overview of the Government’s public sector reform
agenda most relevant to the labour market and the further education and training
sector, and the role of FÁS training in supporting these reforms. The economic and
labour market context and the education and training context are then outlined. An
overview of internal FÁS staffing arrangements and capacity building completes this
section.
Section 3 provides details of each of the FÁS support functions in terms of the level
and type of on-going activity that will be maintained, as well as the supports that will
be offered in the context of the planned reforms and the preparations for the
establishment of SOLAS.
Section 4 sets out key data and trends around Apprenticeship as well as the 2013
deliverables and budget. Actions to keep the apprenticeship programme relevant to an
evolving labour market are provided. A number of initiatives to progress a decreasing
cohort of redundant apprentices are also outlined.
Section 5 provides details around FÁS standard training provision for 66,000+
unemployed persons and Momentum projects (a new Government initiative
administered by FÁS) for up to 6,500 longer-term unemployed persons. This section
sets out how FÁS will ensure on-going relevance of these training courses to evolving
labour market needs and the relevant job opportunities and skills shortages anticipated
in 2013; how the effectiveness of this training is measured including output and
6
D. Card, J. Kluve and A. Weber (2010), “Active Labour Market Policy Evaluation: A Meta-Analysis”. The Economic
Journal, 120, F452-F477.
7
In areas that include technical knowledge, personal/core skills and work experience.
8
For example tourism, agriculture or fishing.
9
VTOS (vocational training for the unemployed), Youthreach (for early school leavers aged 15-20 years) and the Back to
Education Initiative (part-time FET for adults).
Page 9
outcome targets and the importance of strategic partnerships in keeping all FÁS
training relevant to employer needs.
Section 6 provides a detailed analysis of how the 2013 FÁS budget is allocated,
including the budget for training activity. An analysis of the FÁS training provision
by training cluster completes this section.
Page 10
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Executive Summary
Since 1987 FÁS, as a non-commercial semi-state body and part of the public sector (along
with the Vocational Education Committees), is one of the main providers of VET10 in Ireland.
In 2012, FÁS offered training to circa 83,000+ individuals, organised primarily through its
network of 16 training centres and also through nationally managed programmes11 including
Apprenticeship, Screen Training Ireland and eCollege. FÁS expects to train in the region of
80,000 individuals in 2013, of which 72,000+ will be unemployed persons and almost all of
the remainder will be apprentices. The primary focus of FÁS training is on the preparation of
individuals for working life. More specifically, the focus is on the development of the
preparatory, occupation-specific technical and interpersonal skills and competencies or the
progression to further/higher education and training in order to meet their career and
employment aspirations.
Business Planning
Following a strategic planning exercise in February 2011, the FÁS Board initiated a new
training strategy and agreed that a ‘fit for purpose’ training and assessment system to meet
the needs of learners and employers was one of the key corporate objectives for the
organisation.
This approach reflects a key principle that underpins successful vocational training systems
i.e. a system that offers a balanced mix of training courses to meet what clients want and
what employers need given the capacity constraints, including resources 12.
This Service Plan serves to ‘operationalise’ the training strategy and is the third such Plan
agreed by the FÁS Board. The Plan is inter alia informed by independent national and
international research, the priorities of external funding agencies and identified job
opportunities expected to arise throughout 2013.
This year, FÁS is planning to provide training for 72,000+ unemployed persons, representing
a reduction of 11% in terms of beneficiaries 13 compared with 2012 targets or a 4% reduction
when compared with 2012 actual outturns. The breakdown is as follows:
FÁS training provision managed via the training centre network for 54,000+14
unemployed persons
On-line training via eCollege for approximately 12,000 unemployed persons
Momentum15 projects for up to 6,500 longer-term unemployed persons.
The total of new entrants into FÁS training courses for unemployed persons in 2013 is
estimated to be around 60,000. It is important to note that the flow of new entrants occurs in
all twelve months of the year, facilitating timely training interventions for unemployed
persons referred to FÁS for training by DSP.
10
Spotlight on VET, paper prepared by the FÁS Skills and Labour Market Research Unit on behalf of CEDEFOP, January
2013.
11
Approximately 5,500 apprentices (1,648 on Phase 2 in the FÁS training centres and the remainder on Phases 4 & 6 in the
Institutes of Technology), circa 1,500 Screen Training Ireland participants and 12,000 eCollege participants.
12
OECD Education, Economy and Society: Policy Reviews for VET 2010.
See http://www.oecd.org/edu/highereducationandadultlearning/learningforjobs.htm
13
Beneficiary numbers are made up of the estimated number of new entrants during 2013 plus the number of participants
who commenced a FÁS course in 2012 that continued in 2013.
14
280 places are yet to be allocated on FIT courses.
15
The new Labour Market Education and Training Fund is administered by FÁS.
Page 12
FÁS will also lead and manage training for an estimated 1,500+ new apprenticeship
registrants and more generally for the existing apprentice population of approximately 9,000
at various stages of both on and off-the-job training of their apprenticeship.
This training activity will be delivered in the following context:
A reduced budget allocation16of around 7% or €34m to €421.9m
A reduction of a minimum of 30 posts17 in addition to the 82 posts lost in 2012. Since
the introduction of the moratorium in 2009, there has been a reduction of
approximately 500 full-time equivalent posts in FÁS (excluding the transfer of 700+
posts to the DSP in January 2012)
Over half of FÁS training places in 2013 will be available for those who will be job
ready after their training in areas where there are anticipated job opportunities. Other
supports and training interventions will be made available for clients who require
introductory level and supported training in order to assist them on their pathway back
to work
Long-term unemployed persons on the Live Register are a priority cohort for FÁS
training in 201318
The level of community-based training provision aimed at vulnerable individuals via
CTCs, STPs and LTIs will be maintained
Course provision that takes into account DSP identified training needs
Courses will continue to be updated and revised
Preparation for the dissolution of FÁS
Preparation for the establishment of SOLAS
The transfer of existing FÁS staff to SOLAS
The transfer of existing FÁS training activity and staff to newly established ETBs
The possible relocation of Head Office to new premises.
With regard to the reduced budget allocation, it is also important to note that while
Government budget spend on a diverse range of labour market-related programmes has more
than doubled since 2007, spending on training (and job creation) has declined per
unemployed person by nearly a half19. The number of individuals who, each year, completed
Specific Skills courses; Return to Work courses; Traineeships; Bridging/Foundation courses;
Community-based training and Evening courses increased significantly between 2007 and
2010.
Year
Total
2007
28,041
2008
46,965
2009
56,311
2010
76,510
2011
55,988
_________________________
Source: FÁS Annual Reports 2007-2011.
16
The allocated budget in 2012 was €456m.
Through known retirements, redeployment and the transfer of Screen Training Ireland.
18
Targets in respect of long-term unemployed persons on the Live Register participating in FÁS training are currently in
discussion with DPER, DES and DSP.
19
IMF Country Report No. 12/265 p 62-63. Most of the increase was directed to welfare benefits owing to the rapid rise in
the number of persons registered as unemployed. Expenditure on training (and job creation programmes) has risen less than
the unemployment rate, so the share of such spending fell from 34 percent to 20 percent, and level of spending per
unemployed person halved.
17
Page 13
This Service Plan sets out how the 2013 reduced budget will be allocated, the optimum
balance around the volume and type of training that will be offered. The Plan also details how
FÁS intends to facilitate and support the reforms affecting the FET sector in general and,
more particularly, the dissolution of FÁS.
In establishing the optimum balance of training provision, FÁS typically adopts a ‘bottomup’ approach to the development of its annual Service Plan. Overarching guidelines and
parameters are approved by the FÁS Board to inform the key priorities of each training centre
and of each Head Office (HO) support unit. Draft business plans are subsequently presented
to FÁS senior management for review and consideration. Draft training centre business plans
are also presented to the FÁS Board Training Advisory Committee. Individual training centre
business plans for the four FÁS operational areas20 take account of local demographics as
well as national needs and provision by other state providers. As a consequence, training
expertise has developed throughout the training centre network for example; Aircraft
Maintenance in Shannon, Sustainable Energy in Ballyfermot, Life Sciences in Cork. All
training centres tend to provide a different profile of training albeit inclusive of courses that
are delivered on a national basis.
The primary aim of the training centre plans is to set out the case for and present details of
how, the FÁS Board approved Training Strategy, will be implemented. This year, a number
of training centres also included plans for the transition to the relevant ETB. The primary
focus of the support unit business plans is to set out what activity will be taking place during
2013 to support the existing training strategy and training centre activity, as well as other
corporate objectives agreed by the FÁS Board, for example, around finance, IT and quality
assurance. In addition, plans also take account the support work which will arise from
transitional arrangements to ETBs and the establishment of SOLAS.
Risk Management
All business plans identified potential risks to business continuity and identified the
appropriate action to mitigate those risks. The main constraints impacting on training centre
capacity include on-going diminishing resources due to a combination of the moratorium, the
employment control framework, re-deployment of staff and planned and unplanned
retirements. These constraints present a potential risk to the implementation of this Plan and
will require careful management. The impact of the FETAC deactivation timetable on a
proportion of existing course provision21 as well as challenges and additional work arising
from transitional arrangements, given the diminishing resources, were also identified as
particularly noteworthy risks. The main risks identified by the HO support units include the
non-replacement of key staff and loss of expertise resulting in a possible over-extension of
existing resources to meet transitional arrangements. In addition and in the context of a
possible relocation of the current FÁS HO 22 towards the latter part of 2013, there is a
potentially high risk to business continuity due to IT systems being interrupted with a
consequent impact on the FÁS training centre network, DSP, ETBs and SOLAS, when
established.
20
North West, West and North East region, Mid-West and South West region, Dublin South and South East region, Dublin
North and Midlands region.
21
In some instances, there will be an increase in the duration of the course and consequently there may be less places
available during 2013.
22
Expiry of the lease for part of the building is due towards the end of 2013.
Page 14
Taking into account the constraints and risks identified, a corporate risk management plan is
currently being implemented under the direction of the SMTC and the FÁS Board.
At the time of writing, an overall national project plan for the transfer, on a phased basis, of
all FÁS training centres to newly established ETBs is being developed in consultation with
the VEC sector. The plan also incorporates FÁS support services that can be made available
for these transitions as FÁS, currently, has a series of IT, programme management, quality
assurance, certification and financial systems that are, to a large degree, integrated. These
systems are all centrally managed but are locally available for each training centre. The FÁS
MIS and Financial Reporting systems are seen as important, at least for the transition phase,
to both the national and training centre management in the on-going running of operations.
With regard to transitional arrangements, more generally, the guiding principle will be that
existing FÁS systems will continue in 2013/2014, in agreement with the VEC sector. There is
substantial work required in supporting all training support systems and adapting those
systems to facilitate the smooth transition of training centres and associated provision to the
ETBs.
Finally, a separate plan focussing on the establishment of SOLAS is being developed in line
with the Further Education and Training Bill23, which was published on the 25th January
2013. The possible relocation of the existing FÁS Head Office forms an integral part of this
plan. Significant development work will also be required in 2013 in order to provide
integrated services for SOLAS business support.
Training Response 2012
In 2012, FÁS launched approximately 50 new and updated courses across various industry
sectors, of which, 40 courses24 were developed to meet the FETAC Common Award
requirements while the remainder25 lead to industry recognised certification e.g. City &
Guilds and Comptia. In addition to the above, 21 new and updated on-line courses were
introduced26 and of these courses, a number are planned to commence early in 2013.
Training Excellence
FÁS training compares very favourably both nationally and internationally, for example, four
City and Guilds Medals for Excellence were awarded to FÁS course participants in 2012. At
the 41st World Skills Competition in London 2011, three Gold Medals and three Medallions
for Excellence were awarded to FÁS apprentices. In addition, the FÁS Training Centre in
Baldoyle was awarded the CPC Training Organisation of the Year (2012) award. The award
was presented in recognition of first class training delivery to learners, and for the quality of
the training environment. See Section 1.8 for further details.
23
http://www.oireachtas.ie/viewdoc.asp?DocID=22697&&CatID=59.
For example: Graphic Design, CNC Machine Setting and Operation, Life Sciences Manufacturing Operations, Digital
Web Design, Marketing, Engineering Skills, Office Administration, Business Appraisal and Start Up.
25
CER for Electricians, Mobile Technologies – Android, Java Programming, Software Tester, C++ Programming, Festival
Management & Sound Production, Surf Instructor & Beach Lifeguard, Access to Off-shore Oil and Gas Rigs, Networking
Specialist.
26
For example: Microsoft Technology Associate (MTA) consisting of a ‘Mix and Match’ suite of fundamentals for IT sector
career progression including HTML 5 Applications, Windows OS, Microsoft .NET, Mobile Development, Networking,
Windows Server Administration.
24
Page 15
FÁS Organisational Goals & Key Deliverables in 2013
The overarching framework with regard to the 2013 Service Plan goals and objectives
include:
The allocation of the FÁS budget across Training for Employment i.e. programmes
for unemployed persons and Training in Employment i.e. Apprenticeship
The preparation for the establishment of SOLAS
The transfer the training centre network and associated provision to newly established
ETBs
The provision of supports for the ETB transition
To carry out all of the above mentioned reforms in the context of low growth and high
unemployment in the short to medium term with on-going diminishing resources
internally within FÁS, while at the same time ensuring business continuity in terms of
training activity in 2013.
The FÁS Organisational Goals and Deliverables are situated in the following framework:
Transfer
Training
Centres
to ETBs
Training for
Employment
Priority cohorts
and their training
needs
Keep the
show on
the road
Dissolve
FÁS and
establish
SOLAS
HO
Supports
for ETBs
Less staff and reduced budget
Page 16
The FÁS Organisational Goals and Key Deliverables are outlined below:
Organisational Goals
Key Deliverables
Provide learner-centred and outcomes-based
Provide training for 72,000+
certified training for unemployed persons to
unemployed persons, of which around
meet the skill needs of an evolving economy
60,000 will be new entrants. Up to
within the allocated budget
12,000 clients will be catered for
through community based training
provision
Continue to work closely with DSP to
ensure that the Pathways to Work initiative
is successful
Continue to meet the training needs of
clients referred by DSP to support their
agreed pathway to work
Administer Momentum27
Administer Momentum projects for up
to 6,500 long-term unemployed
persons
Provide the Apprenticeship programme in
line with employer demand
Manage training for an estimated
1,500+ new apprenticeship registrants
and more generally for the existing
apprentice population of approximately
9,000 at various stages of both on and
off-the-job training of their
apprenticeship. Continue to implement
initiatives for approximately 1,000
redundant apprentices
Continue to meet the deactivation timetable
of the FÁS interim awards and roll-out the
courses to meet the FETAC Common
Award System
Re-develop around 25 existing FÁS
courses in line with the published
FETAC Common Awards System
(CAS) 28 to meet the December 2013
deadline
Continue to refresh the existing portfolio of
courses and withdraw courses no longer
relevant to client or employer needs
Develop new courses leading to
industry recognised certification during
201329
Develop new on-line courses leading
to industry recognised certification via
eCollege30 during 2013
27
A budget of €20m has been allocated for Momentum in 2013.
For example: Early Childhood Care and Education, Supply Chain Logistics, Healthcare Support, Logistics and
Distribution, Contact Centre Operations, Legal Studies.
29
Starting a Career in Software Development, Games Development, Oracle Database Administration, Career in Travel
Selling, Career Change to IT.
30
IT Project Management, Software Architecture, Database Administration, Network Administration, Security, Networking
and IT Sales.
28
Page 17
Continue to progress the recommendations
of the FETAC Monitoring Report on the
FÁS Quality Assurance system
Continue to address all
recommendations in the FETAC
Monitoring Report and report to the
FÁS SMTC
Meet the indicative FÁS targets for course
provision
Meet the indicative certification targets
outlined in Section 5.9 of this plan
Meet the indicative progression and
placement targets outlined in Section
5.9 of this plan
Commission an independent follow up
and placement survey of FÁS course
participants31 in 2013
Maintain business continuity, in terms of
FÁS discharging its training mandate for
2013, while at the same time preparing to
facilitate a smooth and timely transition of
the FÁS training centres to the ETBs and
the establishment of SOLAS
Prepare and implement the proposed
transfer of training centres to the
relevant ETBs in 2013, subject to the
enactment of the necessary legislation
and commencement dates
Structure and resource the FÁS HO
units to support the training centres
that have transferred to an ETB32 in
2013 and the training centres that are
preparing to transfer to an ETB in
2014, as well as being ready to
discharge the interim functions of
SOLAS when established
Government’s Reform Agenda
The Government’s Public Service Reform agenda sets out a means of delivering a modern,
flexible and innovative public service by placing customer services at the heart of everything.
Reforms of most relevance for this Plan include:
The launch of Intreo by the Department of Social Protection in 2012
The establishment of Quality and Qualifications Ireland (QQI) 33 in October 2012
The imminent establishment of the Education and Training Boards in 2013
The planned establishment of SOLAS, following the enactment of the Further
Education and Training legislation and the dissolution of FÁS in 2013 34.
31
Up to recently, the survey was conducted around every 2–3 years. The most recent was in 2011. The survey provides
detailed qualitative and quantitative data and it forms the basis for the calculation of a number of key impact indicators su ch
as placement by programme type (a market orientated programme as opposed to a foundation type programme) progression
rates and certification. FÁS is currently reviewing both the timing of the survey and the size of the sample with a view to
conducting the survey on an annual basis and increasing the sample to provide statistically reliable results at course level for
at least some programme categories.
32
On an interim basis only.
33
Further Education and Training Awards Council (FETAC), Higher Education and Training Awards Council (HETAC),
National Qualifications Authority of Ireland (NQAI) and Irish Universities Quality Board (IUQB) have been amalgamated
into a new single agency – Quality & Qualifications Ireland (QQI).
Page 18
In 2013, DES in conjunction with DSP will continue to determine priority cohort(s) for
referral to FÁS training programmes in the context of an increasing emphasis on long-term
unemployed persons.
In addition, DSP intend to develop and establish strong links with the further education sector
through SOLAS and directly with ETBs. At a corporate level a formal service level
framework agreement, including an operating protocol is anticipated to be concluded before
the end of the year, providing for Intreo to have input into the identification and selection of
courses to be offered and setting out the terms and conditions, under which, its clients can
access these courses.
The Further Education and Training Bill 2013 outlines, inter alia, the functions of SOLAS,
and is available at www.oireachtas.ie. Some of the key functions are as follows:
To prepare a strategy in respect of the provision of further education and training
To fund training bodies and other bodies in the provision of further education and
training programmes
To assess whether or not training bodies who have been funded perform their
functions in an economic efficient and effective manner
To conduct, or arrange for the conduct of, research.
In addition to the above, the Apprenticeship function of FÁS, as set out in the Industrial
Training Act of 1967, will transfer to SOLAS. Further details are outlined in Section 2 of the
Plan.
It is clear that there will be a considerable body of work to effect a smooth transition from the
current arrangements of FÁS and VECs to those of the newly established SOLAS, ETBs and
Intreo. A core element of labour activation policy is shifting more towards offering additional
or new training to unemployed persons, particularly those who are long-term unemployed, on
a timely and targeted basis35. DSP, SOLAS and the Education and Training Boards (ETBs)
will have a key role in facilitating this shift.
Existing Staffing Arrangements and Capacity Building
In January 2009, FÁS had a staff complement of 2,271 full-time equivalent posts36, of which:
31% have transferred to the Department of Social Protection37
21% have left the organisation or will be leaving in 201338
10% will transfer to SOLAS
38% will transfer to ETBs.
Since the introduction of the moratorium on recruitment was introduced in March 2009, there
has been a 50%+ reduction in overall staffing levels within FÁS, which in February 2013
stood at 1,084. As part of the dissolution of FÁS, following the expected enactment of the
necessary SOLAS legislation in 2013, it is expected that these posts will be transferred to
SOLAS. Ultimately, all FÁS operational training and administrative regional staff will
transfer to the relevant ETB.
34
European Commission, Economic Adjustment Programme for Ireland Autumn 2012 Review, Occasional Papers 127,
January 2013.
36
Review of 2012 and Priorities 2013, Board Presentation, 5 th February 2013.
37
In total, 720 full time equivalent posts transferred to DSP representing 772 staff members.
38
While these figures include known and imminent redeployments and retirements, they exclude current and future ECF
obligations.
35
Page 19
Upon transfer of FÁS training centres, the current supports such as IT and financial systems,
the Training Standards System (TSS) and Programme Development will be supported by the
HO support units for an interim period. The method by which the training centres will have
access to the relevant systems and resources is currently being examined.
With regard to capacity building, the policy of re-deploying Instructors to areas of critical
business need will continue39. In addition, FÁS has re-negotiated existing industrial relations
procedures agreements with staff representative groups during 2012 40 to provide greater
flexibility. A performance management and development system has been developed and is
being introduced41 with a view to developing staff, increasing productivity, and tackling
underperformance, where necessary.
In addition to FET reforms, DES is strengthening governance arrangements with its agencies
such as FÁS and SOLAS, when established. This will include the establishment of an
overarching governance structure, a standardised approach to governance across the
Department’s business units; more clearly defined expectations of agency performance,
delegation of decision-making powers and evaluation and verification of performance on a
regular basis42. This new governance framework is expected to impact on the interim and
final structure agreed for SOLAS.
Labour Market Context
The deep recession that has hit Ireland over the last few years has seen a return to an
economy marked by high levels of unemployment and renewed emigration. The labour
market has been hit particularly hard. Almost 15% of jobs were lost since the beginning of
the recession, half of which were from the construction sector. The rate of unemployment
more than tripled from pre-crisis levels to almost 15% in 2012, and even higher among
certain population cohorts43.
Unemployment, which averaged 304,000 in 201144, included 140,000 persons with higher
secondary level qualifications (including post-Leaving Certificate non-third level) and over
90,000 who had attained at most lower secondary standard. These two groups combined
accounted for nearly 80% of total unemployment45. Over the course of the downturn, the
unemployment rate for those with the lowest qualifications has risen from 8% to 25%.
More recently the Irish economy has been described as ‘bouncing along the bottom’ with low
growth of around 1.3% GDP likely in 2013 and unemployment set to remain high, although
the 14.1% unemployment rate in February 2013 is an improvement on the 14.8% recorded in
Q3, 201246.
39
Instructors (as well as other staff) may be required from time to time to transfer to other critical business areas.
August 2012.
41
Applicable to HO staff in the first instance.
42
The Department of Public Reform and Expenditure, Third Report of the Organisational Review Programme relating to
Department of the Taoiseach, Department of Education and Skills, Department of the Environment, Community and Local
Government, Department of Foreign Affairs and Trade, January 2012.
43
Under 25s Male for example. IMF Country Report, Ireland, September 2012, p56.
44
Figures are not adjusted as per Census 2011.
45
National Skills Bulletin, EGFSN, July 2013.
46
ESRI, Quarterly Economic Commentary Winter 2012, January 31 st 2013. See also the Central Bank Quarterly Bulletin, Q1
2013, 29th January 2013 and the CSO QNHS Q3 2012.
40
Page 20
Unemployment seems to have stabilised (albeit at a high level) and forecasts are for
unemployment to fall somewhat over the next few years 47, however the issue of long-term
unemployment48 is likely to persist into the future. Approximately 190,000 unemployed
persons (accounting for nearly 60% of total unemployment) have been seeking work for at
least 12 months. In addition, the majority of long-term unemployed persons tend to be at the
lower end of the skill range, and their employability is further affected by the length of time
they remain away from employment or labour market interventions49. The high level of long
term unemployment is of particular concern, not least, because skill sets or parts of skill sets
decompose or depreciate over time as the requirements of labour markets evolve and
individuals lose the skills they do not use50. The issue of depreciation of skills also pertains to
those in employment. For skills to retain their value in a very tight labour market, they must
be continuously developed. As a result, FÁS offers a range of courses that provide
introductory level skills (FETAC levels 3-4 and equivalent) and intermediary level skills
(FETAC Levels 5-6 and equivalent) to re-skill and up-skill all unemployed persons referred
by DSP and longer-term unemployed persons, in particular, where high levels of skill
decomposition are most likely to occur.
Even in the downturn, there has been a continuing flow in and out of employment, although
most inflows have been associated with the replacement demand, for example the
replacement of posts due to retirements and the turnover of existing employment.
The recession has not affected all segments of the labour market evenly. While some areas
suffered sharp declines in employment levels (e.g. construction), other areas have been
growing (e.g. ICT). Expansion demand is expected to emerge in most sectors of the economy
in the coming years as the output growth becomes stronger.
Youth unemployment 51 also remains high with rates of 41% (aged 15–19 years) and 28% (aged
20–24 years) in the first nine months of 2012. There were 71,000 young unemployed aged 15–24
years on average in the first nine months of 2012, compared to 97,000 aged 25–34 years and
127,000 aged 35–54 years i.e. the prime age worker group. The number of young unemployed
persons peaked at 95,745 in August 2009 and remained relatively stable in the period between
August 2009 and July 2010. Annual decreases occurred in all months since July 2010 and now
stands at 68,631 (15.9%) in February 2013. Approximately 40% of FÁS Training places in
2012 were taken up by individuals under 25 years of age and a number of Momentum
projects are specifically targeted at longer-term unemployed persons aged less than 25 years.
In summary, the medium term prospects are for a gradual economic recovery, persistent high
levels of unemployment and slow job creation that could imply higher levels of structural
unemployment, thereby limiting potential growth over the medium-term.
Education and Training Context
In 2012, the Irish Government funded circa 450,000 education and training places across the
range of provision in the higher and further education and training sectors which includes
places for school leavers as well as self-referred clients. Given that many of the 140,000
47
Around 14.6% in 2013 and 14.3% in 2014.
Ibid. Long-term claimants now account for 45% of the Live Register having increased from 150,000 to 187,000 between
November 2010 and November 2012.
49
January 2013.
50
Building the right skills and turning them into better jobs and better lives, OECD, May 2012.
51
Review of Employment Programmes, DSP, January 2013 and monthly CSO Live Register.
48
Page 21
places in the Higher Education are accessed by school leavers, the actual numbers on offer to
unemployed persons is considerably less than 450,000.
DES is committed to maintaining these overall levels in 2013 52. In 2013, the Irish
Government will prioritise places in the further education and training sector specifically for
those on the Live Register for twelve months or more and consideration will be given,
between Government departments and agencies involved in activation, to the further targeting
of under 25 year olds for certain programmes. In 2013, almost all places on FÁS training
courses are reserved for unemployed persons referred by DSP.
Support Functions
FÁS Head Office (HO) functions will continue to deliver on-going supports to all FÁS
Divisions including supports to training centres and to facilitate the transition of the training
centre network to the newly established ETBs. The three support divisions, Corporate
Services, Training Provision and Further Education and Training Strategy, developed their
business plans with these objectives in mind as well as the preparations for the establishment
as SOLAS.
With regard to the Corporate Services53 function, the IT department has completed all agreed
development work with DSP and new developments on FÁS IT supported systems will cease
during the first quarter of 2013. All other support will terminate as per the MOU with DSP at
the end of 2014. The unit will continue to support, develop and implement all IT systems for
FÁS in 2013 and prioritise actions agreed by the SOLAS Implementation Group for the FET
sector, in particular, the development of a national course database (NCD), a course calendar
and schedule facility and a learner database.
The division will continue to provide a financial accounting 54, management accounting,
internal audit and EU financing service 55 as well as secretarial support to the Board and the
SMTC. It will maintain the HR, staff relations, pensions, H&S and legal services during the
transition phase. It will support the establishment of the SOLAS Board and the new corporate
identity for SOLAS will be developed in 2013.
With regard to the Training Provision56 function, the overall management of the
Apprenticeship programme nationally and associated curriculum and assessment
development will continue subject to the outcomes of the Apprenticeship review being
conducted by DES, which commenced in 2012. The existing regional apprenticeship supports
are being re-configured in the FÁS training centres that will be transferring to ETBs in 2013
and based on the ETB catchment areas, for example, companies in the south west region will
now be allocated to Cork and Kerry based on the ETB structure as opposed to the FÁS
regional structure.
52
Speech by Minister for Education and Skills at the INOU Annual Conference, Croke Park, 2012.
IT, Corporate Health and Safety, Corporate Governance/Internal Audit, Communications, HR, Staff Relations, Legal
Services, Pensions, Finance (which also includes Procurement/Assets and Facilities Management).
54
Accounts payable/receivable, Payroll, General Ledger, Travel and Subsistence, Contracted Training payments.
55
For example processing ESF/European Globalisation Fund claims to DES, preparation of monthly activity reports for the
FÁS Board.
56
Includes Apprenticeship Training, Adult Training (Policy and Support), Community-based Training (Support and Policy).
53
Page 22
The Adult Training Unit will continue to deactivate existing Legacy Awards, develop new
programmes to meet published FETAC awards, maintain the FÁS National Course Database
(NCBD) and lead the evaluation of eighteen FÁS programmes and related services in line
with the FÁS Quality Assurance agreement with the Further Education and Training Awards
Council (FETAC).
The development of training programmes for learners in community training i.e. CTCs, LTIs
and STPs will continue with particular emphasis on extending the range of modules available
at FETAC levels 3, 4 and 5. The Community Training unit will complete the development of
programmes leading to higher awards and related assessments in 2013.
An innovation strategy initiated with Community Training Centres (CTC) at both national
and local level will continue while the new budget bidding process implemented with
Specialist Training Providers (STP) in 2011 and 2012 will continue. A new learner support,
training and funding model will be introduced through a pilot tendering process from 2013.
The outcomes will be reviewed prior to further roll-out nationally.
A national review of Local Training Initiatives (LTI) that commenced in 2012 will be
completed in 2013. The outcomes of the review will inform decisions regarding the viability
of each LTI.
The Further Education and Training (FET) Strategy57 function is tasked with preparing a
Further Education and Training Strategy and a three year SOLAS Strategy Statement58,
incorporating an implementation plan, for submission to the FÁS Board and the Minister.
The Unit leads the FÁS corporate planning exercise and will assume responsibility for overall
FET planning upon the establishment of SOLAS.
The Skills and Labour Market Research Unit (SLMRU) will continue to publish a portfolio of
national skills and labour market related bulletins and reports, carry out skills and labour
market research, carry out a follow up survey of FÁS participants who undertook training in
the recent past and provide advice on an on-going basis. The National Skills Database will
continue to be maintained. With regard to SOLAS, the unit will develop additional capacity
to produce operational and evaluative research. This additional capacity is dependent on the
appropriate IT infrastructure, course and learner database.
The National Programmes and Standards Unit will administer Momentum, while continuing
to support and maintain the FÁS contracted training system for all training centres, manage
the contracted training tender list (CTTL) and maintain the policy support for function for
Garda Vetting relating to certain training programmes. It will also prepare and maintain a
web based portal which will be available for training centres after they transfer to the ETBs.
The National Programmes and Standards Unit will continue to support and maintain the
Training Standards System (TSS) and portals on a new web server. Certification audits and
organisational internal monitoring of the TSS will continue to be implemented until the
training centres transfer to ETBs. The unit will report on the status of the FÁS Quality
57
FET Planning, FET Strategy Development Unit, Skills and Labour Market Research Unit, Momentum & Contracted
Training Unit, Training Standards System, eCollege, Wider Horizons Programme, Libraries Project with the Library Council
of Ireland.
58
The Further Education and Training Bill specifies a six month time frame for the 3 year SOLAS Strategy Statement from
the commencement date.
Page 23
Assurance Action Plan submitted to FETAC in response to the findings and
recommendations of the FETAC Monitoring Report.
In line with FETAC requirements, the implementation of the organisational external
authentication (EA) process will be supported and overseen at organisational level which will
include maintaining, extending and supporting the pool of FÁS briefed external
authenticators. In addition the Unit will support Apprenticeship Services with the
implementation of the EA process in the Institutes of Technology and Colleges of Further
Education for Apprenticeship Phases 4 & 6.
In preparation for the Training Centre transfer to ETBs, the Unit will support the
implementation of the FÁS second provider paper on “QA principles and arrangements”
which will include briefing and training of staff dealing with the devolvement of a number of
quality assurance tasks some of which were previously managed by the central unit. These
tasks include, for example, co-ordination of EA and the conduct of certification audits. It will
research possible “investment assurance” models for SOLAS. The Result Capture and
Certification Request System (RCCRS) will be supported and systems development work
will continue.
eCollege will continue to develop and maintain a range of training programmes on the online
platform www.ecollege.ie, introduce a range of innovative new programmes for on-line
delivery with e-tutor support and deliver training to approximately 12,000 clients. The Unit
will continue to support the training centre network in terms of the delivery of blended
learning courses, access to content and resources and national procurement and licensing of
software and exam vouchers.
The Wider Horizons Unit will liaise with the Department of Foreign Affairs, the Department
of Education and Learning in Northern Ireland, the International Fund for Ireland and the
FÁS regions and manage the FÁS closure plan for the Wider Horizons programme. The Unit
will also co-ordinate and support the delivery of the Libraries Project59 and work directly
with the training centres involved in the programme.
The Unit responsible for Construction Skills Certification Scheme (CSCS), Quarrying Skills
Certification Scheme (QSCS) and SafePass operates within the Training Operations
Division60. A review of SafePass, CSCS and QSCS programmes was commissioned61 by
FÁS in 2012. In summary, the review concluded inter alia that the delivery of SafePass,
CSCS and QSCS does not fit with the strategic remit of SOLAS and this presents a number
of challenges for the organisation in terms of continuing to deliver these programmes and
identifying suitable alternative arrangements for these programmes. A number of proposed
options for the future of the SafePass programme will be reviewed in 2013. The challenges
facing the programmes in terms of readiness to transfer should be dealt with prior to any
transfer arrangements.
59
Access to ICT/Digital Literacy in conjunction with the Library Council of Ireland.
This Division incorporates all of the training centre network and the associated training activity. Responsibility for
CSCS/QSCS and SafePass is located here for operational/legacy reasons.
61
Review of SafePass, CSCS and QSCS Programmes, Final Report, July 2012, Deloitte.
60
Page 24
Training for Apprenticeship
FÁS currently retains the statutory responsibility for the organisation and control of
designated apprenticeships by the powers conferred on it by the Industrial Training Act 1967
and the Labour Services Act 1987-2009. The Department of Education and Skills announced
in 2010 that a review of Apprenticeship Training would be undertaken under the auspices of
the Department. In anticipation of this review, FÁS management proposed a number of
adjustments to the Apprenticeship Programme, presented them to the National
Apprenticeship Advisory Committee and were subsequently endorsed by the FÁS Board.
The review of the Apprenticeship Programme was initiated by DES in 2012 and the second
stage of the review process will be undertaken in 2013, which will include a consultation
phase with all stakeholders.
The level of new apprentice registrations by employers reduced significantly in the period
2006-2011 from 8,306 to 1,302 respectively. There was a slight increase in apprentice
registrations from 1,204 in 2010 to 1,302 in 2011. A similar level of registrations occurred in
2012. However, within apprenticeship there has been an increase in demand for engineering
and motor trades, with ‘wet’ trades in construction still ‘flatlining’.
In 2013, apprenticeship programmes will continue to be provided for an estimated 1,500+
new registrants and more generally for an existing apprentice population of approximately
9,000 at various stages of both on and off-the-job training of their apprenticeship. The budget
for Apprenticeship is €30.3m and this compares to €35.5m (revised Budget) in 2012.
Existing initiatives for redundant apprentices will continue in 2013 to ensure that this
decreasing cohort of redundant apprentices can complete their apprenticeship. In addition, a
systematic review of trade curricula is underway to keep apprenticeship relevant to emerging
technological developments and the introduction of new legislation.
Training for Unemployed Persons (Adult and Community Training)
FÁS will provide training for circa 72,000+ unemployed persons in 2013. Learners on FÁS
programmes range from those who are disadvantaged in some way to those who are highly
skilled. Courses are primarily aimed at those who have lost their jobs in the downturn,
particularly those who have been out of work for a year or more (a long-term unemployed
person), as well as those who find it increasingly difficult to enter or re-enter the labour
market. Up to 75% of FÁS training activity is delivered via the FÁS Training Centre network
and the remainder is provided or administered by FÁS Head Office. FÁS staff will continue
to provide a significant amount of the training based in the training centres (20%) 62. A large
volume of FÁS funded training is also provided by private and public ‘not for profit’ training
providers (referred to as second providers) who deliver training on behalf of FÁS. A
summary of the main categories of FÁS training provision available to unemployed persons
is outlined in Appendix 1.
While FÁS mainstream training is open to people with disabilities, FÁS continues to provide
specialist training provision for around 3,000+ persons with disabilities who require a greater
level of support than may be available in mainstream provision. FÁS continues to provide
literacy supports, both integrated literacy and dedicated literacy provision.
62
Including Phase 2 of the Apprenticeship programme.
Page 25
In addition, FÁS will continue to provide around 3,500+ training places in Community
Training Centres (CTCs) for unemployed early school leavers between 16 and 21 years of
age and 4,500+ through its 190+ Local Training Initiatives (LTIs), where FÁS continues to
reach out to marginalised individuals.
The majority of FÁS courses are certified by FETAC with the remainder certified by other
recognised Awarding Bodies such as the City and Guilds and accredited vendor-approved
certification such as ICS, Microsoft and Comptia.
FÁS offers a number of training programmes on-line to approximately 12,000 clients via
eCollege. Further details are available at www.ecollege.ie.
Momentum
Momentum63 is part of the Government's 2012 Action Plan for Jobs. FÁS have been
requested by the Department of Education and Skills to administer the fund of €20 million,
the aim of which is to provide a range of 85 high quality and relevant education and training
projects in stable and growing sectors for up to 6,500 long-term unemployed persons and will
be provided by a mix of 37 public and private contractors. FÁS programmes are validated
and/or delivered under the appropriate quality assurance agreement that FÁS has with, for
example, FETAC, City and Guilds and Comptia. However, Momentum projects will be
delivered by providers under their own existing quality assurance agreements with the
relevant awarding bodies.
The underpinning concept of Momentum is that funding will be utilised to provide training
and education solutions, proposed by providers and approved by FÁS, tailored to the career
and employment needs of longer-term unemployed individuals in sectors where potential job
vacancies exist.
Evidence-based FÁS training provision
The alignment of many FÁS training programmes for unemployed persons with evolving
labour market needs is evidence-based. This is facilitated by the FÁS internal resource
namely, the National Skills Database (NSD) 64. Other relevant sources include research by the
Expert Group on Future Skills Needs (EGFSN) and other relevant national and international
research on future skill needs, national and local labour market intelligence, legislative and
regulatory environment, government policy and direct contact with employers. In addition,
the success of existing courses in terms of job placement, course waiting lists 65 and the FÁS
jobs vacancy databank provide valuable insights into the type of training that is likely to
prove relevant and effective for both learners and employers.
Training outcomes are measured on a regular basis. FÁS commissions an independent
placement and monitoring survey ‘Follow-Up Survey of FÁS Participants66’ every 18-24
63
Launched by the Tánaiste and Minister for Foreign Affairs, the Minister for Education and Skills and the Minister of State
for Training and Skills on December 18th 2012.
64
The National Skills Database was developed in 2003 by the Skills and Labour Market Research Unit (SLMRU) in FÁS at
the request of the Expert Group on Future Skills Needs.
65
As a useful indicator of ‘unmet’ client demand.
66
The survey provides detailed qualitative and quantitative data and it forms the basis for the calculation of a number of key
impact indicators such as placement by programme type (a market orientated programme as opposed to a foundation type
programme) progression rates and certification. It also distinguishes between overall placement and placement in relevant
employment (i.e. using the skills acquired on the training programme). It also gathers data on the perceived usefulness of the
training from a number of perspectives (e.g. did it assist in obtaining employment). The survey collects data on the pre training economic status of the participants and also their salient characteristics such as gender, age and (if unemployed) the
Page 26
months to establish outcomes relating to learners participating on FÁS courses. The most
recent such survey was published in 2012. The survey, identified outcomes that were largely
positive in a very challenging economic environment and have been presented to the FÁS
Board. A full copy of the report is available at www.fas.ie. A survey will be carried out in
2013 relating to FÁS course participants who undertook training in the recent past. The
sample will be larger than in previous surveys and cover identified programme categories. A
number of other innovations with regard to the survey will include more specific questions on
employment status, hours of work, occupation, salary etc.
Career-Training Cluster Framework
To underpin the business planning process for 2013, FÁS will continue to re-group its
training provision under a revised course category framework based on ten career training
clusters67. This revised categorisation enables FÁS to better determine the level of course
provision within each cluster that is meeting identified current and evolving labour market
skills as well as those areas most in-demand by clients68.
The concept of a ‘Driver’ is also applied to FÁS training courses to distinguish the primary
purpose of that course as follows:
Courses that are Market-driven are primarily, but not exclusively, developed and
offered to participants, who are capable of undertaking the training and
certification to enable them to compete for identified job opportunities on
completion of the course e.g. traineeships
Courses that are Client-driven are primarily developed and offered to participants,
who are capable of undertaking the training and certification to meet the wishes of
those who seek this training and may not be job specific in nature e.g. ECDL
Courses that are Premarket-driven are courses primarily developed and offered to
participants who are not yet ready to undertake a mainline technical skills course
(market-led) and would benefit by undertaking a relevant bridging or foundation
type training course
Courses that are Supported and/or Skill sample-driven are primarily developed
and offered to learners who require significant additional supports to access and
undertake training as part of their agreed pathway to work e.g. training in CTCs.
The initial proposed balance of FÁS training provision by Driver for 2013 is that over half of
total number of beneficiaries will take up places on Market-led courses (including
Momentum projects). In the region of 30% will take up Client-led courses. In anticipation of
an increase in DSP training requirements around 5% will take up Premarket-led courses
including Bridging, Foundation and Introductory-type training courses. The remainder will be
offered Supported/Skills Sampling courses through CTC, STP and LTI programmes
reflecting the FÁS commitment of increasing social inclusion and combatting poverty.
duration of unemployment. This facilitates comparison between placement rates and survivorship rates from the
unemployment register and the net employment rate for each client profile can be calculated, thus controlling for deadweight
effects.
67
Clusters such as IT, Built Environment, Business Admin and Management, Manufacturing, Natural Resources, Tourism.
A career cluster is a group of jobs and industry sectors that are related by skills or products. Career cluster training is a
collection of courses that provides occupation-specific training to meet current and future job requirements. It enables the
learner to compete for a job in that sector or assist an existing employee to keep their job or move from job to job within that
cluster. A course within a cluster may be provided at any level, depending on labour market needs.
68
Additional courses may be offered from time to time to meet this demand. Additional clusters may also be added from
time to time to take account of new occupations and emerging technologies, work practices etc.
Page 27
Metrics
Effectiveness of vocational training 69 such as that provided by FÁS is usually measured
through input indicators70, output indicators71 and ‘hard’ and ‘soft’ outcome indicators72.
FÁS strives, where possible, to use a combination of all three indicator types to measure the
effectiveness of its training provision. The reason for the mix of indicators is that all courses
cannot be subject to the same expectations with regard to ‘hard’ labour market outcomes 73, in
particular, the rate of exits from a training course into a job.
Furthermore, measuring ‘hard’ or ‘soft’ outcomes is not a straightforward process. For
example, there are many definitions of what constitutes ‘a job’ and what constitutes an
‘employed person’74. In addition, there are a number of ‘softer’ outcomes for example in the
areas of interpersonal skills, organisational skills and personal skills, that while difficult to
measure directly or tangibly, can be very important in helping individuals progress to
employment. This is particularly relevant with regard to measuring the impacts of
programmes on ‘harder-to-help’ groups for whom employment may not be an immediate
goal75.
Within that context, FÁS is committed to strengthening its outcomes measurement processes
relating to its training provision on an on-going basis. In 2013, FÁS will undertake a Followup Survey to measure a range of outcomes by programme. It is likely that such surveys will
form an important component in the evaluative framework as SOLAS is established and as a
new strategy for FET is identified and delivered. The learning provided by the new
innovations in the FÁS Follow-up Survey will help develop capabilities in this regard.
Vacancy Trends76 in 2012 and Employment opportunities in 2013
In summary in 2012, the IT sector accounted for over 20% of all vacancies advertised
through www.irishjobs.ie the most frequent being, for example, programmers and software
developers. Other vacancies frequently advertised included book keepers, wages clerks, sales
executives and business and related associate professionals such as logistics analysts and
compliance administrators. With regard to the DSP/FÁS Jobs Ireland vacancies, those that
appeared most frequently were care workers, home-carers (10% of the total), sales
representatives and kitchen/catering assistants. Below is a summary overview of the
anticipated employment opportunities in 2013 that have informed this Service Plan:
1) There will be many employment opportunities in IT-related occupations77 in 2013.
While many of these jobs may require higher level qualifications, others do not.
69
‘Vocational education and training indicators project - EU priorities and objectives related to VET’, Centre for
Educational Research, London School of Economics and Political Science and Cedefop 2000.
70
Such as percentage of young people in various types of training.
71
Such as percentage of course starters who have achieved a qualification or part of a qualification.
72
Such as percentage of course participants who started a course obtaining a job within a specified time of course
completion (Hard) or increased self-confidence of learners (Soft).
73
European Commission, DG Education and Culture in co-operation with The European Centre for Development of
Vocational Training (Cedefop) ‘Inventory on Validation of Non-formal and Informal Learning 2010, Thematic Report –
Validation for Specific Target Groups’.
74
See for example how the Swiss Statistical Encyclopedia published by the Labour Force Section of the Swiss
Confederation use ILO, OECD and Eurostat definitions of ‘employed’, ‘unemployed’, ‘underemployed’ etc.
www.bfs.admin.ch/bfs/portal/en/index/.../def.Document.92160.pdf
75
NIACE (2005) ‘Catching Confidence’ Leicester: National Institute of Adult Continuing Education and the LSC (2004).
The Approach: Recognising and recording progress and achievement in non-accredited learning. Learning and Skills
Council consultation document, 2004.
76
Vacancy Overview 2012, FÁS Skills and Labour Market Research Unit on behalf of EGFSN, February 2013,
(forthcoming).
77
Vacancies in IT-related occupations accounted for over 40% of all advertised vacancies in professional positions in 2012.
Page 28
2) With regard to transport and logistics, over 80% of everything that is produced in
Ireland is exported. Consequently, efficient transport and logistics systems are a
critical determinant of the overall level of competitiveness of the Irish economy.
Information technologies have had a major impact on the skill requirements in this
sector.
3) There was very strong demand for sales personnel. This pattern will likely continue
into 2013 and beyond. Thus jobs in contact centres are re-emerging while Ireland
manufacturing companies seek to increase their share of European and emerging
markets, particularly in commodities such as processed foods.
4) With regard to healthcare, childcare and social services there is a strong demand for
carers generally, particularly regarding care of the aged, and to a lesser extent,
childcare.
5) Direct employment in the construction industry in Ireland has contracted from a peak
of 284,000 in 2007 to just above 100,000 (i.e. 103,000 in Q1, 2012). The requirement
for training in construction related-trades is extremely limited. Some training,
however, will continue to be necessary as a result of mandatory qualifications. In
addition, the demand for construction-related skills associated with the conservation
of energy and the energy generation, transmission and maintenance of alternative
sources of energy will also have an impact on training requirements.
6) It is anticipated that there will be more job losses in financial services in Ireland in
2013, namely in retail banking as the banks seek to further downsize and retrench
their operations. However, there will also be some noteworthy job opportunities in
financial services, namely in the area of international financial and business services.
7) There is an excess supply of secretarial/administrative staff due to the significant
number of job losses in sectors with large numbers of staff in these types of roles,
especially in the retail segment of banking and insurance sectors. Therefore, the
supply of secretarial/administrative staff is likely to be greater than the demand, at
least in the short-medium term. However, there will be demand arising from the need
to replace workers who leave (retirement etc.) of a magnitude likely to exceed 4,000
annually.
8) With regard to manufacturing there is an increasing demand for ‘super’ operatives
and ‘process technicians’ while the number of employers sponsoring toolmakers and
fitters has increased during the year; demand for these skills is expected to be driven
by the strong performance of the food manufacturing, bio-pharma, chemical and
medical devices sectors.
Strategic Partnerships
Decisions around course provision are also based on formal and informal contacts at both
national and local level with employers and other relevant state agencies78. A variety of data
is taken into account including expected recruitment demand from new or expanding
companies and requests from employers to FÁS for programmes to supply them with skilled
workers79. In that regard FÁS has, for example, linked in with Games Ireland in relation to
skills needs required to grow the industry in Ireland and with the IDA, in terms of the skills
needs in social media companies and contact support centres.
78
79
For example: Enterprise Ireland, IDA.
For example, Dublin Aerospace and Meat Processing companies in Rep of Ireland.
Page 29
FÁS Funding 2013
A preliminary allocation of €417m was made to FÁS in the context of Budget day
announcements. A number of financial adjustments were made by DES in the context of the
Revised Estimates Volume. These included an increase in the capital allocation and a
reduction in the current allocation, which included the transfer of responsibility and funding
for Screen Training Ireland to the Department of Arts, Heritage and the Gaeltacht. This
resulted in a total budget from DES of €419.2m. In addition, the inclusion of €2.7m in other
income will give an overall Budget of €421.9m for 2013.
An important point to note is that approximately 38% of the overall FÁS budget allocation
consists of training allowances, including childcare, paid to eligible course participants. With
regard to training for unemployed persons (72,000+), approximately 48% of the training
budget for this cohort is allocated to around 12,000 course participants on community based
training while the remainder is allocated across programmes for the other 60,000 course
participants.
A full expenditure programme is assumed for the year even though it is planned that some
centres will transfer later in the year. The remaining budget will transfer with them. If
SOLAS is created within the year, there is an obligation to prepare final closure accounts for
FÁS and this will involve a recasting of the budget.
The breakdown of the FÁS proposed expenditure80 for 2013 is set out below:
FÁS Budget 2013
Exchequer
FÁS Admin and General Expenses - N/Pay
FÁS Admin and General Expenses - Pay
FÁS Capital
FÁS Training and Integration Support
FÁS Superannuation (New Scheme)
FÁS Superannuation (Old Scheme)
Total Exchequer
Total (€m)
24.026
50.645
3.000
11.600
28.500
3.500
121.271
FAS - Training people in Employment 81
FAS - Training people for Employment
FAS - Skills Analysis Unit
Other Activation Supports – Labour market Activation Fund
Total NTF
Total
39.600
237.960
0.370
20.000
297.930
Overall Total
419.201
FÁS offers a range of full-time, part-time, on-line and other courses82; the breakdown is as
follows:
80
FÁS training activity is part funded from the European Social with an average of €25m per year to be drawn-down under
the Human Capital Investment Operational Programme 2007 - 2013. ESF is channelled to FÁS via the exchequer and NTF
receipts. FÁS own income estimated at circa €2.7m can be added to the schedule above, giving a total of €421.9m.
81
This includes an allocation for instructing costs.
82
Eligible participants on full-time courses receive a training allowance in lieu of DSP payments.
Page 30
How FÁS training provision will be delivered 2013
Breakdown of Beneficiaries
Full time day (35,000)
Evening (16,000)
On-Line (12,000)
Blended (1,600)
Momentum (6,500)
Others
Note: Figures rounded. ‘Full time’ courses include SST, Traineeship, Bridging, ‘Other’ courses include RAPS
and Wider Horizons.
In summary, the estimate of circa 72,000+ places (inclusive of up to 6,500 on Momentum
projects) for unemployed beneficiaries for 2013 is down by around 4,000 (4%) on the
preliminary outturns for 2012 of approximately 76,000 (primarily due to reduced resources
and resultant capacity limitations within the training centre network, details of which are
outlined in Section 1 of this Plan).
Estimated Beneficiaries by Cluster 2013 v 2012 Outturns
25000
20000
15000
10000
5000
0
2013 estimates
2012 Outturns
Overall, the main trend to note is that there is a significant increase in IT provision as well as
modest increases in supported training and sales and marketing. There is a decrease across
other clusters due, primarily, to a combination of reduced job opportunities expected in these
areas in 2103 together with a reduction in the provision of lower level generic training.
Page 31
Section 1
The FÁS Training Strategy and Business Planning Model
Section 1 Summary
The primary purpose of FÁS training is to respond effectively to an on-going and very
challenging economic situation
FÁS reflects international best practice in VET in terms of ensuring that a significant
amount of its provision is linked to labour market demand, informed by high quality
labour market intelligence which is both local and national in emphasis and employer
and client focussed
The 2013 Service Plan sets out how the budget of €421.9m will be allocated, the
volume and nature of training that will be offered to around 80,000 individuals
(including Apprenticeship) against a background of on-going diminishing resources,
while at the same time progressing the Government’s reform agenda including the
transformation of the further education and training sector
A set of ‘overarching guidelines’ as well as a set of ‘working assumptions’ informed
the FÁS business planning process
A comprehensive corporate risk management plan has been developed to ensure that
key risks associated with business continuity, the transfer of the FÁS training centre
network to the newly established ETBs and the establishment of SOLAS can be
managed as effectively as possible
A number of key deliverables around FÁS training activity for 2013 have been agreed
by the FÁS Board including:
o To provide training for 72,000+ unemployed persons, of which around 60,000
will be new entrants. Up to 12,000 clients will be catered for through
community based training provision and up to 6,500 longer-term unemployed
persons through Momentum projects
o To provide and manage training for an estimated 1,500+ new apprenticeship
registrants and more generally for the existing apprentice population of
approximately 9,000 at various stages of both ‘on’ and ‘off-the-job’ training
o To continue to implement initiatives for approximately 1,000 redundant
apprentices.
Other deliverables include:
o To structure and resource the FÁS HO units to support the training centres
that have transferred to an ETB in 2013 and the training centres that are
preparing to transfer to an ETB in 2014
o Being ready to discharge the interim functions of SOLAS when established.
To update around 25 existing courses to meet new FETAC award specifications and
introduce approximately 15 new courses relevant to the labour market, in particular
ICT courses
A number of examples of training excellence by FÁS course participants are also
provided.
Page 32
Following a strategic planning exercise in February 2011, the FÁS Board initiated a new
training strategy and agreed that a best practice ‘fit for purpose’ training and assessment
system to meet the needs of learners and employers was one of the key corporate objectives
for the organisation.
That strategic planning exercise was conducted in the context of a very challenging fiscal
environment following Government agreement in 2010 on a programme of assistance with
the EU/ECB/IMF troika and a structural reform agenda to maximise the potential for
economic growth. In addition, it followed a period of unprecedented rise in the levels of
unemployment and in particular longer term unemployment, as well as an intensive scrutiny
of FÁS and its training outputs.
Consequently, a number of challenges have confronted the FET system and FÁS training,
more particularly, around the provision of effective labour market activation measures
including skills training against a background of declining public expenditure, little or no
economic growth and on-going high levels of structural unemployment. In addition, Ireland
still lags behind leading economies in terms of lifelong learning participation, particularly by
those in employment.
The difficult socio-economic situation continues today83 including high levels of
unemployment (averaging 14.8% during 2012) with nearly 60% longer-term in nature and
with little prospect of significant improvement in the short to medium term. While it is
desirable that 75% of the population aged 20-64 years should be employed, the actual is
closer to 65%84.
The primary purpose of FÁS training, in that context, must be to respond more effectively to
the training needs of a diverse range of clients with a particular focus on the needs of
unemployed individuals referred by DSP to FÁS.
A broadly-stated principle that underpins successful vocation training systems also applies to
the FÁS training strategy namely, a system that offers a balanced mix of courses that meets
what clients want and what employers need and also what can be provided effectively to a
high quality given capacity constraints, including resources. The 2013 Service Plan serves to
‘operationalise’ the training strategy agreed by the FÁS Board and is the third annual Service
Plan in operation.
A number of key elements for an effective vocational training system inform the Service
Plan. The most important include high quality labour market intelligence, training that meets
local and national needs as well as employer and individual needs, training that increases
social inclusion and combats poverty85, courses that have relevant up-to-date curriculum, indemand certification and a training format that facilitates significant training time based in a
company.
83
Structural Funds – preparations for next ‘round’, European Commission Position paper, Dec 2012.
Ibid
85
Adults with low levels of foundation skills have a higher likelihood of reporting unemployment, poor health and
participate much less in community groups and organisations. The risk of living in a jobless household is higher for people
with low levels of education, in lone parent households and in households where an adult has a disability. Over one third of
those living in Irish jobless households were children and nearly one fifth were adults with a disability. Taken together, these
two groups account for over one half of those living in jobless households.
84
Page 33
1.1 The Purpose of the Service Plan
Each year the Department of Education and Skills writes to the Director General of FÁS
setting out its requirements for FÁS in terms of training activity and outcomes, the budget
allocated to FÁS, as well as details of relevant government initiatives arising from budget or
policy changes that involve FÁS. FÁS is requested to submit a Service Plan setting out in
detail, inter alia, how the budget will be allocated, the volume and nature of training that will
be offered and how it meets client and employer needs. This year the Service Plan also details
how FÁS intends to facilitate and support the reforms affecting the FET sector in general and
more particularly, those affecting FÁS.
The total of new entrants into FÁS training courses for unemployed persons in 2013 is
estimated to be around 60,000. It is important to note that the flow of new entrants occurs in
all twelve months of the year, facilitating timely training interventions for unemployed
persons referred to FÁS for training by DSP.
FÁS will also lead and manage training for an estimated 1,500+ new apprenticeship
registrants and more generally for the existing apprentice population of approximately 9,000
at various stages of both on and off-the-job training of their apprenticeship.
This training activity will be delivered in the following context:
A reduced budget allocation86of around 7% or €34m to €421.9m
A reduction of a minimum of 30 posts87 in addition to the 82 posts lost in 2012. Since
the introduction of the moratorium in 2009, there has been a reduction of
approximately 500 full-time equivalent posts in FÁS (excluding the transfer of 700+
posts to the DSP in January 2012)
Over half of FÁS training places in 2013 will be available for those who will be job
ready after their training in areas where there are anticipated job opportunities. Other
supports and training interventions will be made available for clients who require
introductory level and supported training in order to assist them on their pathway back
to work
training in 201388
The level of community-based training provision aimed at vulnerable individuals via
CTCs, STPs and LTIs will be maintained
Course provision that takes into account DSP identified training needs
Courses will continue to be updated and revised
The possible relocation of Head Office to new premises.
With regard to the reduced budget allocation, it is also important to note that while
Government budget spend on a diverse range of labour market-related programmes has more
than doubled since 2007, spending on training (and job creation) has declined per
86
The allocated budget in 2012 was €456m.
88
Targets in respect of long-term unemployed persons on the Live Register participating in FÁS training are currently in
discussion with DPER, DES and DSP.
87
Page 34
unemployed person by nearly a half89. Yet the number of individuals who, each year,
completed Specific Skills courses including Return to Work; Traineeships;
Bridging/Foundation courses; Community-based training and Evening courses increased
significantly between 2007 and 2010.
Year
2007
2008
2009
2010
2011
Total
28,041
46,965
56,311
76,510
55,988
_________________________
Source: FÁS Annual Reports 2007-2011.
The Plan reflects a profile of training provision that is informed by the FÁS Training
Strategy, identified job opportunities, the findings and recommendations of national and
international research including research commissioned by FÁS itself 90. In addition, FÁS
training provision is specifically aimed at supporting the delivery of commitments set out in
the Government’s ‘Ireland - Memorandum of Understanding on Specific Economic Policy
Conditionality 7th Update January 2013’ to the EU/IMF around its activation and skills
training reforms91.
A number of key principles around skills training have informed the Service Plan and these
are:
The most effective education and training programmes are those linked closely to
labour market demand
The greatest impact arises from medium-to-high skill training with strong market
linkages92
Training closely linked to the regular labour market and economy is the most
effective
89
IMF Country Report No. 12/265 p 62-63. Most of the increase was directed to welfare benefits owing to the rapid rise in
the number of persons registered as unemployed. Expenditure on training (and job creation programmes) has risen less than
the unemployment rate, so the share of such spending fell from 34 percent to 20 percent, and level of spending per
unemployed person halved.
90
See the following for example, Follow-up Survey of FÁS Participants (2011) www.fas.ie, Activation Policies in Ireland,
OECD
Social,
Employment
and
Migration
Working
Papers,
No.
75,
OECD
Publishing
http://dx.doi.org/10.1787/227626803333. Activation in Ireland: An Evaluation of the National Employment Action Plan
Research Series No:20, April 2011. Better Skills Better Jobs Better Lives-A Strategic Approach to Skills Policies, OECD,
2012. Work and Poverty in Ireland: An Analysis of CSO Survey on Income and Living Conditions 2004-2010, ESRI, 2012.
See Modernising VET in Europe, Cedefop, 2009. The Evaluation of Active Labour Market Measures for the Long-term
Unemployed , ILO, 1998. Harnessing the skills and experience of older Australians, Commonwealth Government, Canberra,
Swan, W, (2010). The Impact of Training Programme Type and Duration on the Employment Chances of the Unemployed in
Ireland September 2011 - Working Paper No. 410, ESRI. See The Impact of Training for the Unemployed: What Works in
Ireland (ESRI) 2011. Policy Reviews of Vocational Education and Training (VET), OECD, 2011. Review of Labour Market
Programmes, Forfás, on behalf of the Department of Enterprise Trade and Employment 2010. Structural Funds –
preparations for next ‘round’, European Commission Position paper presented to ESF Managing Authority Ireland,
Mullingar, Dec 2012. Tackling long term unemployment – effective strategies and tools to address long-term unemployment
European Commission, Brussels, 2012. See Vocational education and training – key to the future, Cedefop, 2010. What Can
Active Labour Market Policies Do? ESRI, Nov 2011.
91
‘Activation by DSP is to be enhanced to combat long-term unemployment with a focus on re-training of the unemployed
and ensure appropriate incentives through implementation of sanctions’, Section (3e), p8.
92
General training captures vocational skills training, but without a strong linkage to the labour market or to a particular
occupation. The ESRI categorise FÁS training as follows: Low-level specific skills training (e.g. Intro to Warehousing),
Medium level specific skills training, e.g. Office Administration, High-level training e.g. CAD. See Literacy, Numeracy and
Activation among the unemployed Research Paper 25, ESRI, 2012. The main criticism in the past was that FÁS provided too
much lower-level generic training.
Page 35
In-demand training by employers shows stronger positive effects on employment
Specific rather than general skills-training has the greatest impact in terms of short
and medium-term employment effects
General non-specific training effects are modest in terms of placement to
employment
In terms of using unemployment spells productively, Bridging/Foundation training
improves skill levels in the labour force and allows the more motivated and
resourceful unemployed to find better and more stable jobs than they might
otherwise have done
Shorter-duration courses can have beneficial effects on employment outcomes 93
A continued focus on literacy and numeracy supports in community training centre
provision (CTCs) to improve social inclusion
Training initiatives/work placements in regular workplaces have greater
effectiveness in improving the employability of disadvantaged groups such as the
long-term unemployed.
This Plan is also informed by future funding priorities of the ESF. These priorities are to
combat long-term unemployment by ensuring that individuals can access employment via indemand skills training, as well as improving qualification levels of lower skilled longer term
unemployed; supporting those young people not in education, employment or training
(NEET) to participate in training programmes which include work experience with labour
market relevance and to increase social inclusion by targeting interventions with appropriate
on-going supports. In addition, following a comprehensive consultation process at local level
with DSP officials, a clearer picture of the training needs of DSP clients has emerged and has
been incorporated into the 2013 Plan94. See Appendix 2 for details.
At the time of writing, Government reforms of most relevance for FÁS planning purposes
include; the launch of Intreo95 by the Department of Social Protection on the 15 th October
2012, the imminent enactment of legislation establishing Education and Training Boards and
the publication of the Further Education and Training Authority Bill, on 25th January 2013.
1.2 Overarching Planning Guidelines and Parameters
The overarching guidelines and parameters were approved by the FÁS Board to inform the
key priorities of each training centre and HO unit business plan and are subject to any
amended or new DES/DSP priorities that may arise. See Appendix 3 for further details on
corporate guidelines and parameters issued by FÁS to local management included, for
example, no SafePass or jobs-club type courses to be provided in 2013. The volume of jobclub type provision was subsequently increased following further discussions with DSP. In
addition, the volume of the following provision is to be reduced in 2013 in order to optimise
course provision:
a. Security/door security training
b. ECDL and lower level ICT training (Level 3 FETAC Awards)
c. Forklift training.
93
D. Card, J. Kluve and A. Weber (2010), “Active Labour Market Policy Evaluation: A Meta-Analysis”. The Economic
Journal, 120, F452-F477.
94
Each local training centre business plan has identified specific training needs identified by DSP that will be addressed in
2013.
95
Intreo is a single point of contact for all employment supports by the Department of Social Protection.
Page 36
1.3 FÁS Business Planning Model 2013
FÁS adopts a ‘bottom-up’ approach to the development of its annual Service Plan. Each
training centre presents its draft business case to FÁS senior management with the aim of
continuing to make its training provision more relevant for learners and the workplace (with
over half of training provision consisting of courses primarily to meet employer needs 96) and
details of how it will implement the FÁS Board approved Training Strategy.
Each training centre business case incorporates a ‘competitor scan’ that focusses on potential
complementarities of analogous provision (if any) by other providers, particularly the VECs
within the relevant FÁS catchment area. The FÁS Skills and Labour Market Research Unit
provide each training centre with an ‘environmental scan’. This scan includes macro
economic and labour market data as well as more specific micro-level regional and local data
of relevance to the training centre’s immediate catchment area97. This data is supplemented
by the training centre’s own local labour market intelligence.
In addition to training centres, each HO support unit develops a business plan and presents it
to the SMTC for review. The primary focus of HO business plans is to set out what activity
will be taking place to support the training strategy and training centres during 2013 as well
as preparing for the establishment of SOLAS and progressing other corporate objectives
agreed by the FÁS Board, for example, around the administration of Momentum, IT, and
quality assurance.
Each business case consists on the following elements:
A strategic case setting out the rationale for ‘change/no change’ in the type, range,
volume and level of business activity for 2013
A business case setting out the main benefits for FÁS stakeholders, in particular,
learners, employers and the taxpayer arising from that activity
An economic case setting out how the planned activity for 2013 best optimises value
for money (VfM)
A financial case setting out the budget required to deliver the business activity and
how the budget is to be allocated to that activity
A management case setting out how business continuity will be maintained
throughout 2013 and how the risks and challenges confronting the Unit is to be
addressed.
Each business case is subsequently ‘rolled up’ into a composite plan under the direction of
the Board Training Advisory Committee (including two senior VEC representatives, one
DES representative and one DSP representative), for submission to the FÁS Board and DES.
Individual centre plans with the four FÁS operational areas 98 takes account of local
demographics as well as national needs and other state providers and as a consequence the
profile of training courses at centre level can vary. In addition, a number of training centres
have developed a specialism(s) in particular training areas of relevance to industry and some
examples are outlined below:
96
Following best practice, research findings and as part of the Board’s approved training strategy to provide training to meet
employer needs and at the same time training to meet what clients want.
97
Such as economic activity by sector; the number, occupational and age profiles of unemployed persons; trends in job
vacancies and skill shortages.
98
North West, West and North East region, Midwest and South West regions, Dublin South and South East region, Dublin
North and Midlands region.
Page 37
Baldoyle: Electrical, Instrumentation Up-skilling, Testing & Verification, PLC & IT
Sligo: Engineering, Business, IT
Limerick: Medical Device & Precision Manufacturing
Shannon: Aircraft Maintenance
Cork: Life Sciences, IT and Gas Installation
Tralee: Media Studies
Waterford: Built Environment and Welding
Ballyfermot: Sustainable Energy and Energy Efficiency
Loughlinstown: Business, Electrical, Financial Services, Healthcare and IT
Finglas: Green Energy (Passive House) & Training for Dublin Aerospace
Tallaght: IT, Financial Services & Executive Networking
Letterkenny: Tourism related training, IT, Business, Childcare, Engineering
Galway: Pharma (Clean Room) and IT
Athlone: Engineering, Healthcare, Personal Services and Construction Training
Dundalk: Accounting Technician & Logistics, Healthcare & Tool making.
All training centres tend to provide a different profile of training albeit inclusive of courses
that are delivered on a national basis.
1.4 Working Assumptions with regard to Training Provision 2013
The following ‘working assumptions’ informed the business planning process;
1. The Plan was developed in an ‘as is’ context for all training centres and HO Units i.e.
FÁS is not yet dissolved and there is as yet no legislation enacted for SOLAS, although
this is imminent.
2. With regard to training provision, FÁS will allocate a budget to each centre and
continue to be responsible for corporate governance, oversight and monitoring of these
funds until transfers to ETBs take place.
3. There will be no immediate transfer of FÁS staff / funding to ETBs until both the ETB
and SOLAS legislation is fully enacted and in accordance with the stipulated
commencement dates.
4. Currently, funding arrangements and other aspects relating to the transition
arrangements such as IT and QA supports for newly established ETBs are being worked
out and are not fully agreed as yet.
5. Existing FÁS funding, corporate governance and oversight arrangements as well as
supports such as QA, contracted training etc. will remain in place for FÁS training
centres until such time as they are amalgamated into a newly established ETB and new
arrangements are in place.
6. Where an ETB comes into existence on foot of the legislation and a FÁS training centre
and all of its associated training provision including community-based provision is
amalgamated with that ETB, the ETB will be responsible for governance, including the
funding allocated to the training centre by SOLAS, when established.
7. SOLAS will make available a standardised portfolio of system level supports, agreed
with the VEC sector, for the transition phase.
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1.5 Risk Management
As part of the business planning process, each training centre and each HO support unit
identify the main risks impacting on the delivery of their individual business plan. The risks
are then discussed by the SMTC and Board Training Advisory Committee and follow-up
action agreed, if required.
The main risks impacting on the training centres included on-going diminishing resources due to a combination of the moratorium, the employment control framework, re-deployment
of staff and planned and unplanned retirements. The impact of the FETAC deactivation
timetable on a proportion of existing course provision 99 as well as the issues and additional
work arising from transitional arrangements were also of concern. Other concerns for training
centres include the potential loss of recruitment staff.
The scale of the challenge confronting HO support units is also quite significant given that
these units are also impacted by diminishing resources, will be required to provide a portfolio
of supports to training centres that are transferring to ETBs in 2013, while simultaneously
maintaining supports to centres not transferring until 2014. In addition, these units will have
to ensure that the systems, infrastructure and expertise are in place for the establishment of
SOLAS.
Other concerns arising for the support units included the on-going uncertainty around
legislation timelines and the associated requirements and responsibilities that have yet to be
determined. The main risks included the non-replacement of key staff and loss of expertise
resulting in an over-extension of existing resources to meet ETB transition and establishment
of SOLAS.
In the context of the possible relocation of the current FÁS HO towards the latter part of 2013
or in 2014100, the potential risk to business continuity due to IT systems being interrupted and
impacting on the FÁS training centre network, DSP, ETBs and SOLAS was highlighted and
is noteworthy.
At the time of writing, an overall national project plan for the transfer, on a phased basis, of
all FÁS training centres to newly established ETBs is being developed in consultation with
the VEC sector. The plan also incorporates FÁS support services that can be made available
for these transitions as FÁS, currently, has a series of IT, programme management, quality
assurance, certification and financial systems that are, to a large degree, integrated. These
systems are all centrally managed but are locally available for each training centre. The FÁS
MIS and Financial Reporting systems are seen as important, at least in the transition phase, to
both the national and training centre management in the on-going running of operations. It is
envisaged that the current level of support provided by FÁS to the training centre network
could be maintained during the transition period101.
With regard to transitional arrangements, more generally, the guiding principle will be that
existing FÁS systems will continue in 2013/2014. There is substantial work required in
99
In some instances, there will be an increase in the duration of the course and consequently there may be less places
available during 2013
100
The existing lease re the HO facility, 27-33 Upper Baggot St., Dublin 4, expires in November 2013.
101
For example; the maintenance of the existing QA systems & processes, maintenance of all ICT systems, policy advice in
respect of Community Training and the pre-approved list of contractors.
Page 39
supporting all training support systems and adapting those systems to facilitate the smooth
transition of training centres and associated provision to the ETBs.
Finally, a separate plan focussing on the establishment of SOLAS is being developed in line
with the Further Education and Training Bill 102, which was published on the 25th January
2013. The possible relocation of the existing FÁS Head Office forms an integral part of this
plan. Significant development work will also be required in 2013 in order to provide
integrated services for SOLAS business support.
Given the complexity of the emerging environment, a comprehensive corporate risk
management plan is being finalised for submission to the FÁS Board to ensure business
continuity and the planned transition runs a smoothly as possible. The risk management plan
will be reviewed on an on-going basis by FÁS Senior Management and the FÁS Board and
corrective or agreed alternative action taken as required.
This year therefore, presents FÁS with a unique set of challenges and opportunities,
particularly given the economic and labour market context and the reforms underway more
generally within the further education and training sector and within FÁS, more particularly.
At the same time, business continuity will be paramount while these reforms are
implemented, to ensure that any impact on existing and prospective users of FÁS training
services is kept to a minimum.
Reflecting these parallel objectives, the 2013 Service Plan for Training consists of a set of
organisational goals and deliverables to be achieved through the efforts of all of business
units including training centres and central support units. Progress in implementing these will
be evaluated on an on-going basis by FÁS Senior Management and the Board of FÁS. FÁS
recognises that changes in these organisational goals may be necessary to adapt to
unanticipated developments as they arise in a time of relative uncertainty for FÁS business
planning.
Local management and their teams plus head office support teams will continue to support
FÁS senior management, the FÁS Board and DES in implementing necessary organisational
changes, transitional plans and transformational activities as well as ensuring the necessary
package of supports for ETBs is available.
In summary, the management team will seek to mitigate the risks in 2013 but it is important
to note that the risk profile is heightened due to the:
The possible relocation of Head Office to new premises
The reduction of a minimum of 30 posts103 in addition to the 82 posts lost in 2012
Need to ensure business continuity and support during the change process.
102
103
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1.6 Organisational Goals and Key Deliverables 2013
The following goals and deliverables for training provision outlined in Table 1 were
approved by the FÁS Board.
Table 1: Organisational Goals and Key Deliverables for 2013
Organisational Goals
Key Deliverables
Provide learner-centred and outcomes-based
Provide training for 72,000+
certified training for unemployed persons to
unemployed persons, of which around
meet the skill needs of an evolving economy
60,000 will be new entrants. Up to
within the allocated budget
12,000 clients will be catered for
through community based training
provision
Continue to work closely with DSP to
ensure that the Pathways to Work initiative
is successful
Continue to meet the training needs of
clients referred by DSP to support their
agreed pathway to work
Administer Momentum104
Administer Momentum projects for up
to 6,500 long-term unemployed
persons
Provide the Apprenticeship programme in
line with employer demand
Manage training for an estimated
1,500+ new apprenticeship registrants
and more generally for the existing
apprentice population of approximately
9,000 at various stages of both on and
off-the-job training of their
apprenticeship. Continue to implement
initiatives for approximately 1,000
redundant apprentices
Continue to meet the deactivation timetable
of the FÁS interim awards and roll-out the
courses to meet the FETAC Common
Award System
Re-develop around 25 existing FÁS
courses in line with the published
FETAC Common Awards System
(CAS) 105 to meet the December 2013
deadline
Continue to refresh the existing portfolio of
courses and withdraw courses no longer
relevant to client or employer needs
Develop new courses leading to
industry recognised certification during
2013106
Develop new on-line courses leading
to industry recognised certification via
eCollege107 during 2013
104
A budget of €20m has been allocated for Momentum in 2013.
106
Selling, Career Change to IT.
107
IT Project Management, Software Architecture, Database Administration, Network Administration, Security, Networking
and IT Sales.
105
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Continue to progress the recommendations
of the FETAC Monitoring Report on the
FÁS Quality Assurance system
Continue to address all
recommendations in the FETAC
Monitoring Report and report to the
FÁS SMTC
Meet the indicative FÁS targets for course
provision
Meet the indicative certification targets
outlined in Section 5.9 of this plan
Meet the indicative progression and
placement targets outlined in Section
5.9 of this plan
Commission an independent follow up
and placement survey of FÁS course
participants108 in 2013
Maintain business continuity, in terms of
FÁS discharging its training mandate for
2013, while at the same time preparing to
facilitate a smooth and timely transition of
the FÁS training centres to the ETBs and
the establishment of SOLAS
Prepare and implement the proposed
transfer of training centres to the
relevant ETBs in 2013, subject to the
and commencement dates
Structure and resource the FÁS HO
units to support the training centres
that have transferred to an ETB109 in
2013 and the training centres that are
preparing to transfer to an ETB in
2014, as well as being ready to
discharge the interim functions of
SOLAS when established
108
Up to recently, the survey was conducted around every 2–3 years. The most recent was in 2011. The survey provides
detailed qualitative and quantitative data and it forms the basis for the calculation of a number of key impact indicators su ch
as placement by programme type (a market orientated programme as opposed to a foundation type programme) progression
rates and certification. FÁS is currently reviewing both the timing of the survey and the size of the sample with a view to
conducting the survey on an annual basis and increasing the sample to provide statistically reliable results at course level for
at least some programme categories.
109
On an interim basis only.
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1.7 Training Response 2012/2013
Approximately 40 new and updated FÁS courses 110 to meet FETAC Common
Awards were rolled out in 2012
10 courses across industry sectors were piloted/introduced in 2012111
21 new and updated on-line courses were introduced112 in 2012
Over 60,000 FETAC awards conferred on FÁS participants in 2012
Over 19,000 industry recognised awards conferred on FÁS participants in 2012
A further 25+ FÁS courses113 and associated assessments at Levels 4 - 6 will be
developed in 2013
5 additional new courses will be developed and commence during 2013 114
Up to 8115 more on-line courses will be developed in 2013
18 programmes and related services will be evaluated in 2013 in line with the FÁS
QA agreement with FETAC
A range of interventions will continue to be provided (some on a reduced scale) to
assist eligible redundant apprentices
Construction-related training116 will account for approximately 7% of total training
activity in 2013 of which traditional type construction courses will account for less
than half of this total
A reduction in lower level generic skills training is planned for 2013
Momentum will be administered in 2013 to provide innovative projects with strong
labour market outcomes for up to 6,500 long-term unemployed persons
The development of staff capacity in assessment practice and design via Level 6
programme in Assessment Practice and Level 7 Foundation Diploma in Assessment
Theory and Practice will continue
The policy of re-deploying Instructors, whose courses are not now relevant, to areas
of critical business need, will continue 117.
110
For example: Graphic Design, CNC Machine Setting and Operation, Life Sciences Manufacturing Operations, Digital
Web Design, Marketing, Milling and Turning, Office Administration, Business Appraisal and Start Up.
111
CER for Electricians, Mobile Technologies – Android, Java Programming, Software Tester, C++ Programming, Festival
Management & Sound Production, Surf Instructor & Beach Lifeguard, Access to Off-shore Oil and Gas Rigs, Networking
Specialist.
112
For example Microsoft Technology Associate (MTA) consisting of a ‘Mix and Match’ suite of fundamentals for IT sector
career progression including HTML 5 Applications, Windows OS, Microsoft .NET, Mobile Development, Networking,
Windows Server Administration.
113
114
Selling, Career Change to the IT sector.
115
IT Project Management, Software Architecture, Helpdesk Services, Database Administration, Network Administration,
Security, Networking and IT Sales.
116
Traditional building skills such as Construction Groundwork Skills, Paving and Kerb Laying, Dry Stonewall Building
will complement a suite of ‘green’ course such as Passive House, Micro-wind Generation, Rainwater Harvesting,
Photovoltaic Installation as well as CAD courses. Some Construction Skills Certification Scheme (CSCS) provision and
assessment will be provided in the FÁS Mount Lucas training facility in County Offaly.
117
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1.8 Training Excellence
FÁS training compares very favourably both nationally and internationally. Four City and
Guilds Medals for Excellence were awarded to FÁS course participants in 2012 as follows:
John Sheehan: Level 2 Certificate in Engineering – Electrical Technology (FÁS
Baldoyle)
Tim Fletcher: Level 2 Diploma for Software Developers (FÁS Letterkenny)
Kenneth Ivers: Part 2 Certificate in Computer Aided Engineering NC/CNC Part
Programming (FÁS Limerick). In 2011, Lukasz Nalaskowski was awarded the same
City & Guilds Gold Medal. Gearoid Ryan the Course Instructor played an important
role in mentoring both students in their preparation for this competition
Kevin McLaughlin (Tutor): Level 3 Advanced Diploma for Software Developers
(FÁS Letterkenny).
At the 41st Worldskills Competition in London 2011, three Gold Medals were awarded to
FÁS apprentices as follows:
Colin Callaghan: Aircraft Maintenance (FÁS Shannon)
Kieran Doherty: Electrical Installations (FÁS Cork)
Gary Condon: Plastering and Drywall Systems (FÁS Waterford).
In addition, three Medallions for Excellence were awarded to FÁS apprentices, in the same
competition, as follows:
Daniel Rattigan: Plumbing and Heating (FÁS Finglas)
Paul Furlong: Automobile Technology (FÁS Waterford)
Vinnie Sullivan: Refrigeration and Air Conditioning (FÁS Cork).
Finally, the Leading Lights Road Safety Awards are presented by the Road Safety Authority
of Ireland to recognise and honour the contribution and efforts of individuals and groups in
assisting the promotion of road safety awareness. The awards are presented in various
categories, including training. FÁS Training Centre, Baldoyle was awarded the 2012 CPC
(Certificate of Professional Competency) Training Organisation of the Year award. The
award was presented in recognition of first class training delivery to learners and for the
quality of the training environment. Mr Paul White, FÁS HGV Instructor also received a
special recognition award for his involvement in and commitment and support to the CPC
(Certificate in Professional Competency) Review Group, for driving instruction and
professional driving programmes.
Page 44
Page 45
Section 2
External Environment
Section 2 Summary
The activation and FET reforms most relevant to this Service Plan are:
o The Launch of Intreo by the Department of Social Protection in 2012
o The establishment of Quality and Qualifications Ireland (QQI) amalgamating the
NQAI, HETAC, FETAC and the IUQB in 2012
o The imminent establishment of the 16 Education and Training Boards in 2013
replacing 33 VECs
o The planned establishment of SOLAS subject to the enactment of the Further
Education and Training legislation, the dissolution of FÁS in 2013 and the
transfer of the FÁS training centres and associated provision to the ETBs.
There will be a considerable body of work to effect a smooth transition from the
current arrangements of FÁS and VECs to both SOLAS and the ETBs on a phased
basis
The exact timeline for both interim and final arrangements for SOLAS is subject to the
SOLAS will strive with DES to ensure that the necessary expertise is available to
SOLAS when established, to discharge both its interim and final mandate effectively
and speedily
The reforms will take place against an economic and labour market background,
where medium term prospects are for a gradual economic recovery, on-going high
unemployment and slow job creation that could imply higher levels of structural
unemployment, thereby limiting potential growth over the medium-term. Persistent
high youth unemployment could risk sustained high emigration
The Irish Government funded circa 450,000 education and training places in 2012
across the range of provision in the higher/further education and training sectors.
This number included places for school leavers as well as self-referred clients so the
actual numbers of places on offer to unemployed persons is considerably less than
450,000
Almost all FÁS training places are allocated for unemployed persons referred to FÁS
by DSP. Approximately 40% of FÁS places in 2012 were taken up by individuals
under 25 years of age
With regard to FÁS staffing arrangements, since the introduction of the moratorium
on recruitment in March 2009, there has been a reduction of around 500 full-time
equivalent posts as well as the transfer of an addition 700+ posts to DSP in January
2012 i.e. an overall 50% decrease. Further reductions of around 30+ full-time
equivalent posts are anticipated in 2013
With regard to further capacity building, FÁS has re-negotiated existing industrial
relations procedures agreements with staff representative groups during 2012. In
addition, a performance management and development system has being introduced
in HO with a view to better evaluation of performance against goals; increasing
productivity and better tackling of underperformance, where necessary.
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2.1 The Government’s Reform Agenda
The Government’s Public Service Reform Plan sets out a means of delivering a modern,
flexible and innovative public service by placing customer services at the heart of everything;
maximising new and innovative service delivery channels; radically reducing costs to drive
better value for money; leading and focusing on implementation and delivery.
As part of this structural reform, a new Further Education and Training Authority, SOLAS, is
being established. As legislation is currently being considered regarding the establishment of
the Education and Training Board (ETBs), phasing arrangements will be in place around the
incorporation of the existing training centre network of FÁS and its associated provision 118
into 16 newly established Education and Training Boards (ETBs)119. In addition, the former
FÁS Employment Services and associated employment programmes 120 transferred to the
Department of Social Protection (DSP) in January 2012.
Reforms of most relevance for this plan include the:
Launch of Intreo by the Department of Social Protection in 2012
The establishment of Quality and Qualifications Ireland (QQI) 121 in October 2012
amalgamating the NQAI, HETAC, FETAC and the IUQB
The imminent establishment of the Education and Training Boards in 2013
The planned establishment of SOLAS subject to the enactment of the necessary
legislation and the dissolution of FÁS in 2013.
In addition to these reforms, DES is strengthening governance arrangements with its agencies
such as FÁS, and SOLAS when established, including the establishment of an overarching
governance structure, standardising the approach to governance across the Department’s
business units, more clearly defining expectations of agency performance, delegation of
decision-making powers and evaluation and verification of performance on a regular basis 122.
This new arrangement is expected to impact on the interim and final approved governance
structure for SOLAS.
2.1.1 Intreo: An integral part of the Government Response to the Employment Crisis
The development and launch of Intreo is a significant part of the Government's response to
the current jobs crisis. The Government's response is twofold. Firstly, there is the Action Plan
for Jobs which contains 333 actions to be implemented in 2013 by 16 Government
Departments and 46 agencies and will build on progress made in 2012. See Appendix 4.
Secondly, the new Intreo service is a key part of the Pathways to Work initiative, which is
focussed on supporting those who are unemployed, or become unemployed, to stay connected
to the workforce and to find employment. The sentiment at the core of the Pathways to Work
policy is that no-one, who loses their job, should be allowed to drift with no support into
long-term unemployment. FÁS training in particular, as well as the further education and
118
Consisting of 16 training centres and circa 720 posts. The 16 FÁS Training Centres are not aligned geographically with
the 16 ETBs.
119
As a result of the merging of 33 VECs.
120
Such as Community Employment.
121
National Qualifications Authority of Ireland (NQAI) and Irish Universities Quality Board (IUQB) are being amalgamated
122
The Department of Public Reform and Expenditure, Third Report of the Organisational Review Programme relating to
Department of the Taoiseach, Department of Education and Skills, Department of the Environment, Community and Local
Government, Department of Foreign Affairs and Trade, January 2012.
Page 47
training sector more generally has a key part to play in the ensuring that Pathways to Work
initiative is an effective response to the jobs crisis.
There are a number of key elements which make up the Intreo service including:
Activation measures including client profiling, early group engagement and one-toone meetings focused on customised employment supports and monitoring of client’s
progress
Integrated decision-making process leading to quicker decisions
Integrated reception providing a one-stop shop incorporating all strands of the
Department’s employment and income support services
A ‘social contract’ between the service and its clients
Enhanced employer engagement at national and local level maximising access to job
opportunities and potential employees.
In that regard, it is essential that FÁS training can progress the individual on their journey
back to work as quickly as possible and be a key option enabling the individual and the state
to discharge their respective responsibilities under the terms of the social contract. FÁS
management has worked closely with DSP counterparts at local level throughout the country
and at national level, to establish the type of FÁS training most suited to the needs of DSP
clients. The outcome of these discussions have been fully incorporated into local FÁS
training centre business plans for 2013 and into this FÁS Service Plan for Training 2013. For
more details of DSP training requirements, see Appendix 2.
The Minister for Social Protection recently published a policy review of employment support
schemes assessing the contribution certain programmes 123 can make to the Department of
Social Protection’s activation policy in order to maximise employment, training and
educational opportunities for jobseekers. Many of the recommendations of this review
envisage a greater role for the Department in directing people in receipt of Jobseekers
payments towards appropriate activation measures. A separate DSP High Level paper,
quoting the OECD, acknowledges that labour market training provides the best long-run
return (for unemployed persons) of any active labour market programmes 124.
In 2013, DSP intend to develop and establish strong links with the further education sector
through SOLAS and directly with ETBs. At a corporate level a formal service level
framework agreement, including an operating protocol is anticipated to be concluded before
the end of the year, providing for Intreo to have input into the identification and selection of
courses to be offered and setting out the terms and conditions, under which, its clients can
access these courses.
In the interim, DES in conjunction with DSP will determine the priority cohorts for referral to
FÁS training programme in the context of an increasing emphasis on long term unemployed
persons.
123
Relating to work programmes such as Community Employment and Tús; Internships such as Jobs Bridge; DSP Education
and Training Supports such as Back to Education Allowance (BTEA), Technical Employment Support Grant and Technical
Assistance Training Scheme; Self Employment Supports such as Credit Union Loan Guarantee Scheme See Review of
Department of Social Protection Employment Support Schemes DSP, January 2013. See also High Level Issues Paper
emanating from a Review of Department of Social Protection Employment Support Schemes, DSP, November 2012.
124
With some caveats around the relatively high cost of training, lock-in effects i.e. subsequently impact on job search and
relatively low employment outcomes in a context of on-going very high unemployment.
Page 48
2.1.2 Establishment of the Education and Training Boards
In July 2011, Minister for Education and Skills Ruairí Quinn T.D announced that the
Government had approved a revised re-configuration of the Vocational Education
Committees that involves the number of VECs being reduced from 33 and replaced with 16
Education and Training Boards.
It is expected that Education & Training Boards (ETBs) will be established during the first
half of 2013 and will ultimately be responsible for the delivery to the public, in an integrated
way, of further education and FÁS training services.
During 2013, the FÁS training centre network, including FÁS training centre premises as
well as its associated provision and circa 800 posts will begin the process of transitioning to
the relevant ETB. At about the same time, the planned establishment of SOLAS will
commence. All existing FÁS staff will ultimately be transferring to the ETBs and to SOLAS.
All FÁS operational training and administrative regional staff will, ultimately, transfer to an
ETB. Please see Appendix 5 for the list of FÁS training centres and the ETB to which they
are aligned.
2.1.3 Establishment of SOLAS - The Further Education and Training Authority
As part of the preparation for the establishment of SOLAS and the Education and Training
Boards, the SOLAS Implementation Group (SIG), chaired by the Minister for Skills and
Training, developed the SOLAS Action Plan and published it in December 2012. The Interim
SOLAS Arrangements are outlined in Appendix 6.
Further details on the functions of SOLAS were published in the Further Education and
Training Bill on 25th January 2013125. In summary, the functions of SOLAS are as follows:
To prepare a strategy in respect of the provision of further education and training
To consult with the relevant stakeholders in determining which further education and
training programmes should be delivered
To fund training bodies and other bodies in the provision of further education and
training programmes
To provide, or arrange for, the provision of training for employment by persons other
than SOLAS
To assess whether or not training bodies who have been funded perform their
functions in an economic efficient and effective manner
To promote, encourage and facilitate the placement of persons, in consultation with
the Minister for Social Protection
To promote co-operation between training bodies and other bodies involved in the
provision of further education programmes
To develop, and facilitate the development, of new and existing further education and
training programmes including the establishment of systems designed to monitor the
quality of the education and training being delivered and ensure that those
programmes serve their purpose
To provide or assist in the provision of training to those charged with the delivery of
further education and training programmes
To conduct, or arrange to for the conduct of, research
125
http://www.oireachtas.ie/viewdoc.asp?DocID=22697&&CatID=59
Page 49
To advise the Minister in relation to any matter connected with the functions of
SOLAS.
In addition, the Apprenticeship function of FÁS, as set out in the Industrial Training Act of
1967, will transfer to SOLAS.
Delivery of education and training programmes will principally be carried out through the
Education and Training Boards. Ultimately, while SOLAS will not, in most cases, deal
directly with learners, their needs will be its primary consideration. SOLAS will have a
number of stakeholders, most particularly its parent Government department, the Department
of Education and Skills (DES) and the Department of Social Protection and of course the 16
new Education and Training Boards (ETBs).
Employers will feature prominently in the work of SOLAS, most particularly in advising
SOLAS, on an on-going basis, with regard to existing and emerging workplace skills needs.
SOLAS will seek to establish effective mechanisms to achieve this.
Given the dynamic and inter-dependent nature of the above context, a FÁS plan for the
smooth establishment of SOLAS has been agreed by the SMTC and is currently being
implemented. In addition, a new organisational design will be developed for SOLAS, for both
its interim and final positions. This will propose the numbers of posts and grades which will
be required to fulfil the agreed functions of SOLAS, subject to agreement with the
Department of Education and Skills. The proposals will be cognisant of both the employment
control framework (ECF) requirements and the need to ensure that the necessary expertise is
available to SOLAS, when established, to discharge its interim and final mandate effectively
and speedily.
It is clear that there will be a considerable body of work to effect a smooth transition from the
current arrangements of FÁS and VECs to those of the newly established SOLAS, ETBs and
Intreo. A core element of labour activation policy is shifting more towards offering additional
or new training to unemployed persons, particularly those who are long-term unemployed, on
a timely and targeted basis126. DSP, SOLAS and the Education and Training Boards (ETBs)
will have a key role in facilitating this shift.
2.2 Economic and Labour Market Context 2013
The deep recession that has hit Ireland over the last few years has seen a return to an
economy marked by high levels of unemployment and renewed emigration. The labour
market has been hit particularly hard. Almost 15% of jobs were lost since the beginning of
the recession, half of which were from the construction sector. In terms of occupations, the
largest decrease was for craft workers, down 179,000 or 45%, which was to be expected given
that a large number of such persons were employed in the construction sector 127. More
specifically, craft and related occupations (22.9%)128 remained the largest occupational
group on the Live Register in December 2012, despite the fact that the number in the group
fell over the year by 7,972 (-7.6%) to 97,208.
126
January 2013.
127
Review of Employment Programmes, DSP, January 2013.
128
CSO, Live Register, December 2012.
Page 50
At the same time persistent inequality and significant poverty have continued to mark Irish
society despite the ‘boom’ years 129. This trend runs counter to achieving sustainable growth
over time which is associated with a more equal income distribution, policies to reduce
inequality and a fairer distribution of opportunities and resources that require strong social
safety nets and progressive taxation to dampen down market-driven inequality130.
More recently the Irish economy has been described as ‘bouncing along the bottom’ with low
growth of around 1.3% GDP likely in 2013 and unemployment set to remain high, although
the 14.1% unemployment rate in February 2013131 is an improvement on the 14.8% recorded
in Q3, 2012132. There are some signs of an improvement in private sector employment
levels 133. In addition, the labour force is continuing to shrink, with among other things, net
outward migration of around 35,000 to 40,000 people a year.
2.2.1 Unemployment
The recession has impacted severely on demand for labour, most notably reflected in the
rising unemployment rate. The rate of unemployment more than tripled from pre-crisis levels
to almost 15% in 2012 (from 112,000 to just over 318,000 seasonally adjusted in Q3, 2012), and
even higher among certain population cohorts134. The seasonally adjusted unemployment rate
in Q3, 2012 was 14.8%. In Q3, 2012, long-term unemployment (193,000) accounted for 59% of
total unemployment in Q3, 2012 compared with 30% in 2007 135.
Moreover, the rise in unemployment has been mitigated a little by a fall in the participation
rate and also by outward migration. In addition, the average number of hours worked per
week has fallen, which has also had the effect of holding the unemployment rate lower than it
could otherwise have been136. More than one-third of those in part-time employment consider
themselves underemployed, and are looking for an additional part time job or full time
employment137. Had all employees who lost their jobs since the outset of the crisis remained
in the labour force, the unemployment rate would stand at around 20 percent 138.
Unemployment, which averaged 304,000 in 2011 139, included 140,000 persons with higher
secondary level qualifications (including post-Leaving Certificate non-third level) and over
90,000 who had attained at most lower secondary standard. These two groups combined
accounted for nearly 80% of total unemployment 140. Over the course of the downturn, the
unemployment rate for those with the lowest qualifications has risen from 8% to 25%.
129
Barry, U. 2010. “Life-Long Learning and New Skills in Ireland: A gender Perspective”. UCD School of Social Justice
Working Papers Series. 10(2):1-27. Dublin: University College Dublin.
130
Speech delivered by MD of IMF at the Brookings Institution, Washington, April 2011 cited in ‘IMF involvement in
labour market and social protection reforms in European countries’, ITUC background paper.
131
CSO, Live Register, February 2013.
132
ESRI, Quarterly Economic Commentary Winter 2012, January 31st 2013. See also the Central Bank Quarterly Bulletin,
Q1 2013, 29th January 2013 and the CSO QNHS Q3 2012.
133
Around 12,000 new jobs created ESRI, Quarterly Economic Commentary, Autumn, 2012.
134
IMF Country Report, Ireland, September 2012, p56.
135
CSO, Quarterly Household Survey, quarter 3 2012. This compared to 58.4% a year earlier and 49.1% in the third quarter
of 2010.
136
Central Bank of Ireland, Quarterly Bulletin, Q4, 2012.
137
CSO, Live Register December 2012. Around 20.8% of the total Live Register are casual or part-time workers.
138
IMF Country Report Ireland, December 2012, Ireland.
139
Figures are not adjusted as per Census 2011
140
National Skills Bulletin, EGFSN, July 2012
Page 51
Youth unemployment 141 also remains high with rates of 41% (aged 15–19 years) and 28%
(aged 20–24 years) in the first nine months of 2012. There were 71,000 young unemployed aged
15–24 years on average in the first nine months of 2012, compared to 97,000 aged 25–34 years
and 127,000 aged 35–54 years i.e. the prime age worker group. The number of young
unemployed persons peaked at 95,745 in August 2009 and remained relatively stable in the
period between August 2009 and July 2010. Annual decreases occurred in all months since 2010
and now stands at 68,631 (15.9%) in February 2013. Approximately 40% of FÁS Training
places in 2012 were taken up by individuals under 25 years of age and a number of
Momentum projects are specifically targeted at longer-term unemployed persons aged less
than 25 years.
2.2.2 Renewal of Skills
Approximately 190,000 unemployed persons (accounting for nearly 60% of total
unemployment) have been seeking work for at least 12 months. The majority of long-term
unemployed persons tend to be at the lower end of the skill range, and their employability is
further affected by the length of time they remain away from employment or labour market
interventions142. The high level of long term unemployment is of particular concern, not least
because skill sets or parts of skill sets decompose or depreciate over time as the requirements
of labour markets evolve and individuals lose the skills they do not use143. The issue of
depreciation of skills also pertains to those in employment, as well as those unemployed. For
skills to retain their value in a very tight labour market, they must be continuously developed.
As a result, FÁS offers a range of courses that provide introductory level skills (FETAC
levels 3-4 and equivalent) and intermediary level skills (FETAC Levels 5-6 and equivalent)
to re-skill and up-skill all unemployed persons referred by DSP and longer-term unemployed
persons, in particular, where high levels of skill decomposition are most likely to occur.
2.2.3 Employment Trends
In 2012, the labour force declined by 1.4% on an annual basis, with for example, 1.788
million people in employment in Q2, 2012. This was 17% lower than the peak of 2.15m144.
Full-time employment has been falling almost continuously since peaking in Q3, 2007 with a
total decrease of 399,800. The fall in employment was most heavily concentrated in the 20-24
(-13,500 or -11.3%) and 25-34 (-18,400 or -3.5%) age groups.
Within sectors, employment declined by 0.8 percent year on year in the first three quarters of
2012, with the largest losses, in absolute terms, in construction, transport, industry, and
public services while employment grew in services including accommodation and food,
information and communication and health145. More generally, there were annual
contractions in 10 of the 14 economic sectors, with the largest relative declines in
administrative and support service activities (-8.8%), financial, insurance and real estate
activities (-7.0%) and construction (-6.5%). There were gains in ICT, parts of tourism (within
accommodation and food services) and agriculture, forestry and fishing by 4.1%, 5.9% and
1.5% respectively.
141
Review of Employment Programmes, DSP, January 2013 and monthly CSO Live Register.
January 2013.
143
Building the right skills and turning them into better jobs and better lives, OECD May 2012.
144
Department of Finance, Monthly Economic Bulletin, November, 2012. At its peak in Q3 2007, the numbers in
employment had reached just under 2.15 million, almost 45% higher than in late 1997. Since then employment has declined
steadily. See also CSO Quarterly Household Survey Quarter 3, 2012.
145
IMF Country Report Ireland, December 2012, Ireland, No: 12/336: Eighth Review Under the Extended Arrangement;
Staff Report; Staff Supplements and Press Release on the Executive Board discussion.
142
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With regard to employment levels in state-assisted companies146, total permanent full-time
employment operating in all sectors amounted to 284,471 in 2011, an increase of 4,333 jobs
(1.5%) and represents a return to positive growth in employment following three consecutive
years of employment losses totalling 46,420 jobs between 2008 and 2010. Gross job gains in
2011 were at their highest level since 2008 at 21,800, while gross job losses (-17,467) are at
their lowest level for more than a decade.
More specifically, IDA client companies147 created 12,722 new jobs during 2012 equivalent
to a total of 6,570 new net jobs, the third consecutive year of growth in net employment. Job
losses at IDA client companies were the lowest for a decade. Among the biggest investments
were Apple, PayPal, Northern Trust, EA Games, Fidelity, SAP, Amgen, Mylan, Cisco,
Arvato, Allergan and Eli Lilly as well as green field investments such as Clearstream (part of
Deutsche Bourse), Hubspot, Dropbox, Nextag, Aspen and Nuance.
The IDA has also been concentrating on attracting employment intensive services to Ireland,
which leads to the speedy creation of jobs. A significant proportion of investments in 2012
were in the area of services operations, particularly serving the Europe, Middle East and Asia
(EMEA) market. In terms of 2012 gains were made across a range of sectors, with
particularly strong performances from social/digital media, IT, financial services and life
sciences.
Companies backed by Enterprise Ireland 148 created 13,600 jobs in 2012, a net gain in
employment of 3,800, the highest net gain for Irish companies since 2006. Employment in
client companies was 172,000 last year; 147,000 of these are full-time positions. A continued
increase in part-time temporary jobs in 2011 reinforced a trend arising in 2009, when many
companies began to substitute full-time employment with part-time employment. The
sectoral employment breakdown is continuing more towards services sectors and a decline in
some construction-related sectors.
In summary, the medium term prospects are for a gradual economic recovery, on-going high
unemployment and slow job creation that could imply higher levels of structural
unemployment, thereby limiting potential growth over the medium-term. Persistent high
youth unemployment levels could risk sustained high emigration149.
2.3 What are Employer Bodies saying?
IBEC expects that the Irish economy will remain on track to expand by about 1% in 2012 and
by just less than 2% in 2013 despite very difficult international market conditions, with Irish
exporters faring relatively well. Construction sector activity is also closer to bottoming out. In
Q3, 2012 the private sector added about 20,000+ employees and there is a strengthening of
business sentiment 150 among IBEC companies helped by a December 2012 budget that did
not increase labour costs thus giving rise to some optimism for the start of 2013.
146
The Forfás ‘Annual Employment Survey’ is an annual census of employment in all manufacturing and internationallytraded services companies supported by the enterprise development agencies (IDA Ireland, Enterprise Ireland, Shannon
Development and Údarás na Gaeltachta). The 2011 Survey published in August 2012 also looks at employment trends in the
period 2002-2011.
147
IDA End-of-Year Statement 2012.
148
End-of Year Statement 2012.
149
IMF Country Report 2012, No. 12/264, September 2012. CSO Live Register 2012, published January 2013.
150
IBEC Business Sentiment Report, December 2012.
Page 53
According to IBEC, while global uncertainty will delay a more buoyant recovery, both the
domestic economy and the export economy should expand in 2013. However, the labour
market has remained difficult this year with unemployment set to stabilize albeit at a very
high level and is expected do so for 2013 as the gains made by the private sector export
economy have been offset by job losses in the public, financial and other domestic sectors151.
ISME, the Small and Medium Enterprises Association are of the view that with the right
business and activation incentives and Government policies, the small to medium sized
enterprise sector can grow152 in 2013 but that the issue of rising long-term unemployment and
emigration is of serious concern153. Chambers Ireland, the largest network of businesses in
Ireland, is of the view that the export sector is continuing to compensate for the distressed
domestic sector, further enforcing the difficulties in the domestic economy. 154
According to NCB155, the services sector grew for the fifth successive month in December
2012 on the back of the strongest new export orders in over six years. Positive trends
observed in the second half of 2012 will continue into 2013. The rate of job creation in the
sector grew for the fourth successive month to remain at a five-year high, having contracted
in each month (except two) from March 2008 to August 2012. A separate survey shows that
manufacturing sector activity expanded for the 10th month running in December 2012, but
did so at its slowest pace in four months as growth in new orders weakened.
2.4 Education and Training Context 2013
In 2012, the Irish Government funded circa 450,000 education and training places across the
range of provision in the higher and further education and training sectors and includes places
for school leavers as well as self-referred clients. This is similar to the levels provided in
2011. These levels are likely to be maintained in 2013. Given that many of the 140,000
places in the Higher Education are accessed by school leavers, the actual numbers on offer to
unemployed persons is considerably less than 450,000. In 2013, almost all FÁS training
places are allocated for unemployed persons.
In 2013 the Irish Government will prioritise places in the further education and training sector
specifically for those on the Live Register for twelve months or more, and consideration will
be given between Government departments and agencies involved in activation to the further
targeting under 25 year olds for certain programmes. This is already the case with regard to
Momentum, which is being administered by FÁS.
2.5 FÁS Training 2013 and Pathways to Work activation policy
A range of Department of Education and Skills education and training programmes are
targeted at unemployed and young persons. Almost all FÁS places are available for
unemployed persons who are, solely, referred to FÁS by DSP. The FÁS course calendar
captures the schedule of courses on a month by month basis and is used by all authorised staff
in the Department of Social Protection for information, guidance and referral purposes.
Information on the course schedule and the FÁS Course Search App (for mobiles) are
available on www.fas.ie.
151
IBEC Economic Outlook, January 2013.
ISME represents around 8,500 small to medium-sized enterprises. See ISME Press Release, ‘Budget a First Step to Kick
Start the Economy’, 5th December 2012.
153
ISME Press Release, ‘Quarterly National Household Survey; Unemployment Nightmare continues’, November, 2012.
154
Chambers Ireland: ‘Domestic Economy Remains Stagnant’, 14th December 2012.
155
NCB Economic Research, NCB Services, Purchasing Managers Index (PMI), December, 2012.
152
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2.6 Staffing Arrangements
In January 2009, FÁS had a staff complement of 2,271 full-time equivalent posts156, of
which:
31% have transferred to the Department of Social Protection157
21% have left the organisation or will be leaving in 2013158
10% will transfer to SOLAS
38% will transfer to ETBs.
Since the introduction of the moratorium on recruitment was introduced in March 2009, there
has been a 50%+ reduction in overall staffing levels within FÁS which in February 2013
stood at 1,084. As part of the dissolution of FÁS, following the expected enactment of the
necessary SOLAS legislation in 2013, it is expected that these posts, will be transferred to
SOLAS. Ultimately, all training centre staff will transfer to the relevant ETB.
2.7 Capacity Building
The policy of re-deploying Instructors, whose courses are not now relevant, to areas of
critical business need, will continue 159. An extensive staff development up-skilling and/or
retraining initiative for instructors commenced in 2012. The development of new courses,
updating existing courses and a new way of delivering courses is important in facilitating
successful achievement of the operational Business Plans for 2013.
FÁS recognises the need to create a more productive and relevant industrial relations
environment. FÁS has re-negotiated existing industrial relations procedures agreements with
staff representative groups during 2012 160. In addition, a performance management and
development system has been developed and is being introduced161 with a view to developing
staff, increasing productivity, and tackling underperformance, where necessary.
To drive the change agenda at organisational level, an internal FÁS transformation team 162
was established to inform the work of the SOLAS Implementation Group163. The team
engaged directly with its counterpart in the VEC sector and acted as a co-ordinating pivot for
the development and implementation of programmes and projects underpinning the change
agenda within FÁS, as well as informing the work of the SOLAS Implementation Group and
the SOLAS Action Plan, which was published in December 2012. Arrangements will be put
in place to ensure continued support for the forthcoming change programme.
156
Review of 2012 and Priorities 2013, Board Presentation, 5 th February 2013
In total, 720 full time equivalent posts transferred to DSP representing 772 staff members.
158
While these figures include known and imminent redeployments and retirements, they exclude current and future ECF
obligations.
159
160
A revision of the FÁS and SIPTU Industrial Procedures Agreement and the FÁS and SIPTU Memorandum of
Understanding and the revision of the FÁS IR procedures with AHCPS, PSEU and CPSU.
161
Applicable to HO staff in the first instance.
162
The Senior Management Team will act as the Steering Group. A transformation sub-group has also been established,
chaired by a FÁS Area Director, with representatives drawn from across disciplines and functions.
163
The Government has established a SOLAS Implementation Group. The Group is chaired by the Minister for Training and
Skills, Ciaran Cannon TD, and is charged with the preparation of an Action Plan. The Action Plan will set out the ‘roadmap’
for SOLAS so that on establishment and with the DES, it can implement the significant transformation programme needed to
deliver the necessary changes. The Implementation Group has set up sub-groups to deal with the key policy areas.
157
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Section 3
Support Functions
Section 3 Summary
This section provides comprehensive details of over twenty FÁS Head Office support
functions in terms of their on-going activity, supporting the transition of the training centre
network to the ETBs and preparing for the establishment of SOLAS.
The IT unit will continue to work on the provision of support systems for FÁS training
centres prior to and post transfer to the ETBs such as learner payments, results,
certification requests etc. and on systems which will support both SOLAS and ETB
information requirements. A project to provide a national course calendar and
schedule facility for FET which will extend the range of target courses for Intreo
referrals is underway and will be a priority for 2013
The Finance Unit will continue to provide a financial accounting, management
accounting and EU financing service. Work is on-going to devise and agree interim
arrangements for the transfer of administration functions and systems currently being
provided by the Finance Unit, to the newly established ETBs
A range of activity relating to the work of the following units is also outlined;
Pensions, Corporate Health and Safety, Corporate Governance/Internal Audit,
Communications, HR, Staff Relations and Legal Services
Apprenticeship training will continue to be centrally managed and administered by
FÁS. Apprenticeship Services Units are being re-configured in the FÁS areas that will
be transferring to ETBs in 2013 to ensure minimum impact on apprentices and
employers
Deactivation of the existing Legacy Awards will continue in 2013 and the
development of approximately 25+ courses leading to FETAC Common Awards that
are offered through the FÁS training centre network will be completed
With regard to CTCs the focus will continue to be on value for money; corporate
governance and child protection; retention management and improved progression
outcomes. With regard to STPs, the new budget bidding process will continue in
2013. A national review of LTIs will be completed in 2013 and key outcomes will
inform decisions regarding the viability of each LTI
The Planning and Development Unit will lead the FÁS business planning process and
will be tasked with developing and publishing a future 5 year strategy for FET and a
3 year SOLAS Strategic Plan
The Skills and Labour Market Research Unit (SMLRU) will publish a number of
reports in 2013 including; National Skills Bulletin 2013, Follow up Survey of FÁS
participants 2013; Monitoring Ireland’s Skills Supply. With regard to the preparation
for the establishment of SOLAS, the unit will develop the capacity to produce
operational and additional evaluative research. The data on FET outputs will be
dependent on the appropriate IT infrastructure, course and learner database
The National Programmes and Standards Unit will manage a range of areas
including Momentum projects (for 6,500 longer-term unemployed persons),
Contracted Training, Training Standards System (TSS), eCollege (for 12,000
unemployed persons), Wider Horizons Programme and the Libraries Project while
the Operations Division will continue to manage the Construction Skills Certification
Scheme (CSCS), Quarrying Skills Certification Scheme (QSCS) as well as SafePass.
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3.1 Corporate Services
3.1.1 Information Technology (IT)
In 2012, the IT unit continued to support, develop and implement all IT systems for both FÁS
and DSP and ensuring compliance with the Department of Finance pre-requisites,
restrictions, guidelines and advice notes etc. as published.
In 2013, the IT unit will continue to work on the provision of support systems for FÁS
training centres prior to and post transfer to the ETBs. This will include:
Learner registration, payments, activity recording and certification
Relevant systems to training centres for the management of learners (course
recruitment, TAPS, TACs, RCCRS etc.) in a managed and secure network
infrastructure for all staff and a managed internet service for trainees.
The guiding principle will be that existing systems will continue as is in 2013 and that any
changes undertaken will be limited to allow systems to reflect new organisational structures.
There is a substantial work in supporting all training support systems and adapting systems,
where appropriate, for the emerging environment. This is coupled with a major infrastructure
project in 2013 over a 6-month period to move data centres and set up new facilities due to
the possible relocation from HO.
With regard to the preparations for the establishment of SOLAS, work will continue on
systems which will support both SOLAS and ETB information requirements. Significant
development work will be required in 2013 in order to provide integrated services for SOLAS
business support. A project to provide a national course database and a course calendar and
schedule facility for FET which will extend the range of target courses for Intreo training
referrals is underway and will be a priority for 2013.
With regard to DSP, all agreed development work has recently been completed and any new
developments on FÁS IT supported systems will cease during the first quarter of 2013. All
other support will terminate as per the MOU with DSP at the end of 2014.
Finally, in the context of the possible relocation of the current FÁS HO facility, the potential
risks to business continuity due to IT system not being available include:
Potential systems failures or unavailability resulting in non-payment of scheme
participants, trainees, staff, creditors and others
Systems not available e.g. to facilitate course recruitment, certification, inability to
record activity
DSP services to employers and jobseekers impacted through e.g. the failure of client
services, kiosks, JobBridge and Jobs Ireland.
3.1.2 Finance
The Finance Unit will continue to provide a financial accounting 164, management accounting
and EU financing service165. It will also manage the European Globalisation Fund ‘TalkTalk’ programme, maintain and co-ordinate renewal projects for FÁS owned premises
(subject to funding), undertake procurement of goods and services and capital items at best
price and safeguarding existing assets.
164
Accounts payable/receivable, Payroll, General Ledger, Travel and Subsistence, Contracted trainer payments.
For example liaising with DES re FÁS funding, processing ESF/European Globalisation Fund claims to DES, preparation
of monthly activity reports for the FÁS Board.
165
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With regard to 2013, the Finance Unit will complete the roll-out of the contracted training
payments to all of FÁS regions. Currently, a number of DSP schemes (Community
Employment, the Job Initiative scheme and the Wage Subsidy scheme) are interfaced and
payments are processed through the FÁS financial systems. Plans are underway to transfer
these processes to DSP systems during 2013. Work is on-going to devise and agree interim
arrangements for the transfer of administration functions and systems currently being
provided by the Finance Unit, to the newly established ETBs. In addition, reporting
arrangements with regard to HO Finance and ETBs will need to be finalised as well as the
appropriate structure for a Finance function within SOLAS.
3.1.3 Pensions
On a day to day basis, the Pensions department provides benefit statements; deal with
transfers, purchases, and pension adjustment orders. In addition, it provides annual benefits
statements, annual pension declarations. This year all relevant staff files were transferred to
DSP and when established all relevant files will be transferred to ETBs and to SOLAS as per
the agreed interim arrangements.
3.1.4 Corporate Health and Safety
The Corporate Health and Safety Unit provide support and assistance to local management in
meeting its obligations under the Health and Safety Management System and relevant
legislation. Serious accidents and incidents are reported from each training centre to the
Corporate Health and Safety Unit. FÁS as an organisation has an excellent record in terms of
reported accident levels. The graph below shows that the Total Accident Frequency Rate
(TAFR) for FÁS and is significantly below the national rate as outlined in Figure 1 below:
TAFR 2007 - 2010
35
30.1
30
25
21.4
Rate per 1000
22.5
20
17.1
National
FAS
15
10
5
2.56
3.18
1.53
0
2007
2008
2009
0.56
2010
Year
In 2013, the Corporate Health and Safety Unit will continue to provide support and assistance
to training centres in the implementation of the FÁS Corporate Health and Safety
Management System. In particular, it will work with training centres to ensure that they are at
the leading edge in terms of Health and Safety Management, as they transition into the new
ETB structures. It will also ensure that SOLAS when established is compliant under health
and safety legislation.
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3.1.5 Corporate Governance/Internal Audit (IA)
The IA unit completed in excess of 60 audits in 2012 supported by contracted external
auditors. The unit have agreed the audit plan for 2013 and will liaise with the C&AG re the
FÁS year-end audit 2012. The team will track and ensure the implementation of all audit
recommendations during 2013.
3.1.6 Communications
The Communications Unit will continue to provide secretarial support to the Board and the
SMTC. It will support the establishment of the SOLAS Board and the new corporate identity
for SOLAS and will develop an IT-based support system in 2013. A responsive service to
media/press queries will continue to be a priority as will the publication of the annual report
and communications support to FÁS units. The FÁS website will be disassembled and the
new SOLAS website developed as the primary platform for internal and external
communications.
3.1.7 HR
The HR Unit assisted the transfer of 700+ staff to DSP in 2012 and a number of new policies
were implemented including the Absence Management, Disciplinary and Grievance policies.
The main priorities for 2013 include the management of the transfer of staff to the ETBs,
develop the SOLAS staffing plan, establish an IR form for transfer and change, manage the
re-deployment programme and deal with IR issues.
3.1.8 Staff Relations
Staff Relations negotiated the revision of the FÁS and SIPTU Industrial procedures
Agreement and the FÁS and SIPTU Memorandum of Understanding as well as the revision
of the FÁS IR procedures with AHCPS, PSEU and CPSU. The Unit provides on-going IR
support to FÁS management and also represents FÁS, as required, at third party hearings
including the Labour Relations Commission, Labour Court, Rights Commissioners,
Employment Appeals Tribunal, and the Equality Tribunal Hearings. The Unit devised a new
performance management and development system which will be rolled out during 2013. The
Unit will contribute and influence the IR Forum in relation to staff transferring to ETBs and
to SOLAS.
3.1.9 Legal Services
The Legal Service Unit completed the legal transfer of 65 properties in 2012 and insurances
have now been split between the State Claims Agency and the insurers. The priorities for
2013 will include the implementation of the records management policy, maintain the
services to the units e.g. legal/insurance advice, FOI and PQs. The unit will continue to liaise
with Government departments in relation to the creation of SOLAS and seek to reduce its
legal fees through negotiation and through the use of the Legal Services Framework.
3.2 Training Provision
3.2.1 Apprenticeship Training
See Section 4 of this Plan. Please note the existing apprenticeship support processes under the
leadership of the Apprenticeship Services Unit are being re-configured based on the ETB
catchment areas and in the FÁS training centres that will be transferring to ETBs in 2013, for
example, companies in the south west region will now be allocated to Cork and Kerry based
on the ETB structure as opposed to the FÁS regional structure. The purpose of this
reconfiguration is to ensure minimum impact on apprentices and employers.
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3.2.2 Adult Training
FÁS will continue to deactivate its existing Legacy Awards in 2013. The Unit will complete
the development of approximately 25+ courses at levels 4 to 6 leading to FETAC Common
Awards and will continue to develop assessments for awards that are offered through FÁS
training centres. The FÁS National Course Database (NCBD) will be maintained and
enhanced, where appropriate. Third party certified programmes will be reviewed and
updated. A review will also be undertaken of FETAC Level 3 validated programmes.
Curriculum and assessments will be modified, where appropriate, in response to feedback via
the internal FÁS TSS Issues Log. The Unit will expand the register of curriculum and
assessment developers also.
FÁS will continue with its work of appraising programme applications for validation by
FETAC, co-ordinating the programme approval process and ensuring that procedures and
criteria agreed through the FETAC Programme Approval Agreement are applied and
implemented appropriately. In 2013, work will continue on the self-evaluation of eighteen
FÁS programmes and related services in line with the FÁS Quality Assurance agreement
with the Further Education and Training Awards Council (FETAC).
The FETAC Monitoring Report recommended an “organisation-wide staff development in
assessment practice, programme development, quality and standards”. To this end, FÁS has
developed two training programmes focused on assessment practice. The pilot for the Level 6
commenced in September 2012 and the pilot for Level 7 commenced in November 2012.
Availability of these training initiatives will continue into 2013.
3.2.3 Community Based Training
Community Training Centres (CTCs)
An Innovation Strategy initiated with CTCs at both national and local level will continue in
2013 with a strategic focus on:
Value for money
Corporate Governance & Child Protection
Retention management and improved progression outcomes
Training relevant to both the labour market and further educational training
opportunities for early school leavers primarily from 16 to 21 years of age.
Value for Money
With regard to value for money, the Business Planning and Budget Bidding model for CTCs
will continue to be implemented by FÁS in 2013. Budgets applied to CTCs are based on
staff costs, maximum operational cost per day and training allowances. The process has
resulted in a significant reduction in CTC training costs.
Corporate Governance
Excellence in CTC Corporate Governance has been implemented through IACTO to provide
the 38 Boards of CTCs with the capacity to monitor and improve legal and contractual
compliance. The objective of the initiative is to provide Boards of CTCs with the tools and
supports to monitor and improve the legal and contractual compliance of CTCs as well as
benchmark practice in board governance and the management operations. A support measure
to ensure continuation of the governance initiative will be implemented in 2013.
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Child Protection
To enhance the capacity of the CTC network to meet its legislative responsibilities in relation
to child protection and welfare, the training commenced in 2012 will continue in 2013 with
an emphasis on the reporting requirements of CTC personnel.
Retention Management/Progression Outcomes
A specific literacy/numeracy initiative is being implemented to support CTCs experiencing
difficulties in literacy and/or numeracy provision. Funding is provided to support one-to-one
tuition and group literacy training. In 2013 this initiative will be devolved to the regions to
manage on a local level, to facilitate the implementation of an integrated literacy model in
CTCs.
Training Relevance
In 2013 the development of training programmes for learners in community training i.e.
CTCs, LTIs and STPs will continue with particular emphasis on extending the range of
modules available at FETAC levels 3, 4 and 5 and related assessments in 2013. A wider
range of vocational modules is required to match the individual aptitude, interest and
employment aspirations identified in Individual Learning Plans (ILPs). Community Training
Providers will have continued access to programme specifications and learner resources
through Moodle which is supported by the Community Training Unit. This approach
provides increased progression pathways by providing more opportunities for learners to
achieve a major award. The range of modules in development is expected to assist in
achieving increased level of retention on these programmes and ensure the maximum
utilisation of resources within Community Training.
The development of curriculum and assessment materials will be achieved through the
engagement of curriculum writers from the established register of curriculum writers,
contracts with independent subject matter experts as well as the development of collaborative
arrangements with second providers in the development of curriculum and assessment
material.
Specialist Training Providers (STPs)
The new budget bidding process implemented with STPs in 2011 and 2012 based on the
achievement of agreed objectives and targets for training service provision for people with
disabilities will continue in 2013. A new learner support, training and funding model will be
introduced through a pilot tendering process from 2013. The outcomes will be reviewed prior
to further roll-out. The STP business objectives have been updated for January-December
2013 for implementation by the regions and STPs.
Local Training Initiatives (LTIs)
A national review of LTIs will be completed in 2013. This involves a comprehensive
assessment of the relevance and effectiveness of each existing LTI. The outcomes of the
review will inform decisions regarding the viability of each LTI. Key results include the
restructuring and redirection of projects to ensure optimum delivery of training and related
services to disadvantaged learners.
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3.3 FET Strategy
3.3.1 Planning and Development
The Unit will develop the FÁS Service Plan for 2013 and will be tasked with developing and
publishing a future five year for FET and a three year SOLAS Strategic Plan, incorporating
an implementation plan, within 6 months of the establishment of SOLAS. The Unit will then
become responsible for FET planning.
3.3.2 Skills and Labour Market Research Unit (SMLRU)
The SMLRU will publish the following reports in 2013:
National Skills Bulletin 2013
Follow up Survey of FÁS course participants 2013
Monitoring Ireland’s Skills Supply: Trends in Education and Training Outputs 2013
Vacancy Overview 2012
Regional Labour Market Bulletin 2013
EGFSN Sectoral Study
4 reports for CEDEFOP (National profile of Irish VET system, VET policy in Ireland,
Early school-leavers, a report topic to be decided)
Occupational Employment Forecasts (subject to ESRI producing its Mid-Term
Review)
Apprentice Forecasts 2013-2018.
The Unit will continue to carry out research and provide advice on an on-going basis and will
respond to shortages identified in the National Skills Bulletin 2013. The National Skills
Database (NSD) will continue to be maintained, coded and administered in 2013 and job
announcements will be monitored on an on-going basis.
The Skills Portal will be updated and maintained to ensure the availability of labour market
information in a user friendly on-line format ensures wider utilisation of produced research
and information maintained in the NSD by Government bodies and wider public. The unit
will participate in national and international labour market events.
With regard to the preparation of for the establishment of SOLAS, the unit will develop the
capacity to produce operational and evaluative research. The data on FET outputs will be
dependent on the appropriate IT infrastructure, course and learner database.
National Programmes and Standards (NPS)
3.3.4 Momentum
Momentum, the new labour market education and training fund was officially launched by
the Minister for Education and Skills on December 18th 2012. Momentum is part of the
Government's 2012 Action Plan for Jobs initiative for which €20 million, will be
administered by FÁS, through the National Training Fund, to approximately 6,500 longerterm unemployed persons. Momentum is considered the successor to the 2010 Labour
Market Activation Fund (LMAF), and the recommendations of the independent evaluation of
the original LAMF are being fully implemented in Momentum. Further details of the
programme are outlined in Section 5.
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Contracted Training
In addition to administering Momentum, the unit will continue to support and maintain the
Contracted Training System for all training centres and manage the Contract Training Tender
List. It will also prepare and maintain a web based portal which will be available for training
centres after they transfer to the ETBs and will continue to maintain the policy support
function for Garda Vetting.
3.3.5 Training Standards System (TSS)
In 2013, the TSS Unit will continue to support and maintain the TSS system and portals on a
new web server. Certification audits and organisational internal monitoring of the TSS will
continue to be implemented until the training centres transfer to the relevant ETB. The unit
will report on the status of the FÁS Quality Assurance Action Plan submitted to FETAC in
response to the findings and recommendations of the FETAC Monitoring Report. Following
a review of the pilot conducted in December 2012, the Unit will support Apprenticeship
Services implement an enhanced EA process in the Institutes of Technology and Colleges of
Further Education for Apprenticeship Phases 4 & 6.
In preparation for the Training Centre transfer to ETBs, the Unit will support the
implementation of the FÁS second provider paper on “QA principles and arrangements”
which will include briefing and training of staff dealing with the devolvement of a number of
quality assurance tasks some of which were previously managed by the central unit. These
tasks include for example, co-ordination of EA and conduct of certification audits. The Unit
will support the training centres pre and post transfer to the ETBs.
In preparation for the establishment of SOLAS, the unit will research possible ‘investment
assurance’ models for SOLAS, with regard to the assurance of the investment of funding. The
Unit will ensure that the QA arrangements for central programmes under SOLAS governance
are available via the dedicated portal. The development of systems will continue where
appropriate and will include the test event notification and results capture system project
(TENRCS) and also the learner access to results on-line project. The Unit will continue to
maintain and support the Results Capture and Certification Request System.
3.3.6 eCollege
The Unit will continue to maintain the range of training programmes on the online platform
www.ecollege.ie and will continue to support approximately 12,000 clients annually. The
unit will continue to monitor on-line course activity and support the e-Tutor service
supporting all clients utilising the service. The Unit will plan, organise and schedule the
hosting of Moodle 2 as a scalable platform for on-line delivery, develop an on-line course
section tool and increase the number of online courses during 2013.
The unit will continue to support the training centre network in terms of the delivery of
blended learning courses and access to content and resources for CTC clients. The multiple
Moodle boxes in training centres will be replaced with a central virtual server and eCollege
will work more generally with the ETBs to promote synergy and integration of eLearning
services and platforms. The focus of the Unit will continue to be the provision of an
innovative and cost effective, flexible training delivery mechanism for jobseekers.
The unit will continue to carry out the training standards function for all on-line courses and
in addition, for the Environmental and Film & TV courses during the transition phase.
Page 63
3.3.7 Wider Horizons Programme and the Libraries Project
The Wider Horizons Unit will liaise with the Department of Foreign Affairs, the Department
of Education and Learning in Northern Ireland, the Secretariat, the International Fund for
Ireland and the FÁS regions to manage the FÁS closure plan for the Wider Horizons
programme. The Unit will oversee and support all activity and finalise all administration of
the programme
The Unit will also co-ordinate and support the delivery of the Libraries Project 166, work
directly with the training centres involved in the programme and evaluate the Equal Skills
programme and delivery model.
3.4 Construction Skills Certification Scheme (CSCS) and Quarrying Skills Certification
Scheme (QSCS)
A review of SafePass, CSCS and QSCS programmes was commissioned 167 by FÁS in 2012.
In summary, the review concluded, inter alia, that the delivery of SafePass, CSCS and QSCS
does not fit with the strategic remit of SOLAS and this presents a number of challenges for
the organisation in terms of continuing to deliver these programmes and identifying suitable
alternative arrangements for these programmes. A number of proposed options for the future
of the SafePass programme will be reviewed in 2013.The challenges facing the programmes
in terms of readiness to transfer should be dealt with first.
In the interim and with regard to CSCS and QSCS, the Unit will provide a central web-based
facility for accessing course material and introduce a new CSCS/QSCS Code of Conduct for
providers. All existing procedures for renewal of CSCS/QSCS operator’s registration cards
and for renewal of Approved Training Organisations will be reviewed and training provided
as appropriate. Agreements with the Construction Industry Training Board (UK) will be
maintained and the expansion of monitoring activities implemented. The Unit will maintain
the IT database for all Approved Training Organisations and process applications for
recognition of qualifications in compliance with S.I. No. 139/2008 Regulations. The unit
have also proposed options for the future of the CSCS/QSCS programme to be reviewed in
2013.
SafePass
The SafePass Unit will continue and complete the roll-out of SafePass version 6 in 2013 and
deliver the SafePass renewal training to tutors, as required. The Unit will also continue to
monitor the delivery of SafePass training and the monitoring process. Non-conformance
procedures will be implemented and the SafePass code of conduct and the operating
procedures will be revised. It is planned to outsource the card administration process/system
in 2013. The unit have also proposed options for the future of the Safe Pass programme to be
reviewed in 2013.
166
167
Access to ICT/Digital Literacy in conjunction with the Library Council of Ireland.
Review of SafePass, CSCS and QSCS Programmes, Final Report, July 2012, Deloitte.
Page 64
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Section 4
Apprenticeship Training
Section 4 Summary
The review of the Apprenticeship Programme was initiated by the Department in
2012; the second stage of the review process will be undertaken in 2013 and will
involve a consultation phase with relevant stakeholders.
There was a slight increase in registrations from 1,204 in 2010 to 1,302 in 2011, and
a similar level of registrations occurred in 2012. However within programmes there
has been an increase in demand for Engineering and Motor trades with ‘wet’ trades
in construction still ‘flatlining’
In 2013, apprenticeship programmes will continue to be provided for an estimated
1,500+ new registrants and more generally for an existing apprentice population of
approximately 9,000 at various stages of both on and off-the-job training of their
apprenticeship
The budget for Apprenticeship is €30.3m and this compares to €35.5m (revised
Budget) in 2012
The population of redundant apprentices was 2,600 at the end of 2012 (56% are in
construction-related trades while 21% are in the electrical trade). Existing initiatives
introduced will be continued in 2013 to ensure that a significant cohort of this
redundant apprentice population can complete their apprenticeship
A number of significant developments have taken place to keep the apprenticeship
curriculum relevant to changing work practices, emerging technological development
and the introduction of new legislation. For example Brick and Stonelaying
Apprenticeship has been amended to reflect new content while the Aircraft Mechanics
Curriculum has been realigned to accommodate new European Regulations
A systematic review of the national apprenticeship curriculum commenced in 2012,
and the revised curriculum is expected to be completed in 2013
In 2012, applications were received from 376 individuals who wished to have their
qualifications/experienced recognised under the Recognition of Prior Learning (RPL)
arrangements, and 139 applications were approved, with 119 in progress. It is
anticipated that approximately 250 applications will be handled in 2013
In 2012, in the region of 1,300 eligible redundant apprentices had progressed to ‘offthe-job training’ phases of their apprenticeship as a result of the initiatives
introduced
In 2012, 1,385 redundant apprentices have completed the Redundant Apprentice
Placement Scheme (RAPS) with a further 386 in training. It is planned to review the
RAPS eligibility criteria and a provisional budget of €3.9m for approximately 1,000
redundant apprentices is being considered for 2013
A number of additional initiatives have been implemented to progress redundant
apprentices.
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4.1 Trends in Apprenticeship Training
FÁS currently retains the statutory responsibility for the organisation and control of
designated apprenticeships by the powers conferred on it by the Industrial Training Act 1967
and the Labour Services Act 1987-2009. The Department of Education and Skills announced
in 2010 that a review of Apprenticeship Training would be undertaken under the auspices of
the Department. In anticipation of this review, FÁS management proposed a number of
adjustments to the Apprenticeship Programme, which were presented to the National
Apprenticeship Advisory Committee and the adjustments proposed have been endorsed by
the Board of FÁS. The review of the Apprenticeship Programme was initiated by the
Department in 2012; the second stage of the review process will be undertaken in 2013 and
will involve a consultation phase with relevant stakeholders.
FÁS welcomes the review of the Apprenticeship Programme in the context of the programme
of international assistance (IMF/ECB/EU) to Ireland, as well as current and imminent
Government reforms relating to the further education/training and the higher
education/training sectors. These initiatives are required to meet a very challenging economic
and labour market environment at home and rapidly evolving labour markets abroad.
Apprenticeship is the recognised means by which people are trained to become craftspeople
in Ireland. The main craft trades have been designated by FÁS and come within the scope of
the Statutory Apprenticeship system. Statutory Apprenticeship in Ireland is organised by FÁS
in co-operation with the Department of Education and Science, employers and unions. The
level of new entrants (registrations) by employers reduced significantly in the period 20062011 from 8,306 to 1,302 respectively. There was a slight increase in registrations from 1,204
in 2010 to 1,302 in 2011, and a similar level of registrations occurred in 2012. However
within programmes there has been an increase in demand for Engineering and Motor trades
with ‘wet’ trades in construction still ‘flatlining’.
Figure 2: Trends in Apprenticeship Registration 2001-2012
Page 67
In 2013, apprenticeship programmes will continue to be provided for an estimated 1,500+
new registrants and more generally for an existing apprentice population of approximately
9,000 at various stages of both on and off-the-job training of their apprenticeship. The budget
for Apprenticeship is €30.3m and this compares to €35.5m (revised Budget) in 2012.
The population of redundant apprentices was 2,600 at the end of 2012 (56% are in
construction-related trades while 21% are in the electrical trade). Existing initiatives
introduced will be continued in 2013 to ensure that a significant cohort of this redundant
apprentice population can complete their apprenticeship. In that regard it is worth noting that
the Rules of Apprenticeship relating to the sequential training for redundant apprentices have
changed for the moment, whereby an individual who had to secure employment on Phase 3
before proceeding to Phase 4, can now proceed to Phase 4 without completing Phase 3.
4.2 Keeping Apprenticeship Relevant
A number of significant developments have taken place to keep the apprenticeship
curriculum relevant to changing work practices, emerging technological development and the
introduction of new legislation. For example, the Brick and Stonelaying Apprenticeship has
been amended to reflect new content while the Aircraft Mechanics Curriculum has been
realigned to accommodate new European Regulations. The Plumbing Curriculum has
amalgamated content in Phase 2 to reflect current industrial practices, while new modules on
the handling of F-Gases for the Motor Trades, Refrigeration and Air Conditioning and
Electronic Security Systems have been introduced. Other important work continues with the
finalisation of Phase 4 and 6 assessments (version 1 and version 2), the introduction and
implementation of “Test Bank” randomly-generated paper-based assessments across all 25
crafts; the development of the conversion programme and assessment for redundant Phase 5
apprentices (Plumbers and Electricians).
A systematic review of the national apprenticeship curriculum commenced in 2012, and the
revised curriculum is expected to be completed in 2013 in the following trades:
Heavy Vehicle Mechanic
Electrical
Plumbing
Metal Fabrication
Carpentry and Joinery.
The review will also incorporate the recommendations of the National Apprenticeship
Review Committee (NARC) and the requirements of FETAC including the development of
national outcome standards and assessment instruments. These are capable of measuring
apprentice performance against these standards. The review will be on-going and will in due
course encompass all trades. The second tranche of trades for review in 2013, subject to
resources, are as follows:
Tool Making
Mechanical Automation and Maintenance Fitting
Refrigeration and Air Conditioning
Motor
Construction Plant Fitting.
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In 2012 applications were received from 376 individuals who wished to have their
qualifications/experienced recognised under the Recognition of Prior Learning (RPL)
arrangements, and 139 applications were approved, with 119 in progress. It is anticipated that
approximately 250 applications will be handled in 2013.
4.3 Redundant Apprentice Initiatives
The Redundant Apprentice register was reviewed in the last quarter of 2012, and records of
apprentice who advised FÁS that they were not progressing in their apprenticeship were
archived, and the register of apprentice population at the end of December 2012 was 2,600+
and of these 1,700 + have reached the standard in off-the-job training and the majority are in
the final Phases of their apprenticeship and can progress to complete their apprenticeship.
A further 900+ are required to re-sit their outstanding assessments before they can progress in
their apprenticeship.
In 2012 in the region of 1,300 eligible redundant apprentices had progressed to ‘off-the- job
training’ phases of their apprenticeship as a result of the initiatives introduced.
One of most successful initiatives is the Redundant Apprentice Placement Scheme (RAPS)
whereby a redundant apprentice is placed with a private or public sector employer and
provided with on-the-job training and assessments at Phase 3/5/7. In 2012, 1,385 redundant
apprentices have completed RAPS with a further 386 in training.
It is planned to review the Redundant Apprentice Placement Scheme eligibility criteria and a
provisional budget of €3.9m for approximately 1,000 redundant apprentices is being
considered for 2013.
An independent review168 of the RAPS was completed in 2012 and the main outcomes can be
summarised as follows:
Slightly over 60% found a job, mostly in their own trade, either in Ireland or
abroad
One in three found a job in Ireland
A total of 65% stated that the RAPS helped them to find a job in Ireland
The financial benefits accruing to the Exchequer from the scheme were greater
than the ‘short-term’ cost benefit scenario and ‘medium-term’ cost benefit
scenario considered by the consultants.
A number of additional initiatives have been implemented to progress redundant apprentices
as follows:
A “Competency Determination Mechanism169 (CDM) have been developed for eight
trades as follows; Electrical, C&J, Brick and Stonelaying, Cabinet Making, Plumbing,
Metal Fabrication, Painting and Decorating, Plumbing, (Motor Mechanics is in
development). In 2012, 254 redundant apprentices had completed CDM, and
additional capacity will be required to meet the expected demand for CDM for the
electrical trade
168
The Costs and Benefits of the Redundant Apprentice Placement Scheme, December 2012. Fitzpatrick Associates
Consultants.
169
For eligible redundant apprentices who have successfully completed Phases 1-7 but have a time deficit in meeting the
minimum requirement of 4 years (208 weeks) for the Award of the FETAC Level 6 Advanced Certificate-Craft.
Page 69
In 2012, some 1,300 redundant apprentices commenced non-sequential off-the-job
training in FÁS Training Centres, Institutes of Technology or Colleges of Further
Education. In 2013, over 300 will commence similar training
Overseas Placement – funding for the placement of 43 redundant apprentices with
overseas employers has been approved by Léargas and 31 apprentices were placed in
German companies (Magdeburg) in 2012 and a further 12 will be placed in 2013
Redundant Referred Apprentices - FÁS and the Institutes of Technology have
developed a short duration refresher programmes for redundant referred apprentices to
help prepare to repeat their outstanding assessments. This is expected to continue in
2013.
Other Initiatives
The Electrical Testing & Verification course responds to an identified industry need, whereby
from June 2012, registered electrical contractors are required to have at least one electrician
employed with a recognised qualification in Testing & Verification. The course, which
carries City & Guilds certification, has the approval of the CER (Commission for Energy
Regulation) 170. Since its inception in 2012, 79 unemployed electricians availed of training in
this area. This is the first course of its kind in Ireland.
The piloting of recognition of prior learning (RPL) process for the Electronic Security sector
will commence during 2013.
170
The Commission for Energy Regulation is the regulator for the electricity and natural gas sectors in Ireland.
Page 70
Page 71
Section 5
Training for Unemployed Persons (Adult and Community Training)
Section 5 Summary
Learners on FÁS programmes range from those who are disadvantaged in some way
to those who are highly skilled. Courses are primarily aimed at those who have lost
their jobs in the downturn, particularly those who have been out of work for a year or
more (a long-term unemployed person)
FÁS works closely with DSP to identify and address the training needs of unemployed
individuals referred to FÁS by DSP
A significant proportion of FÁS training places in 2013 is likely to be taken up by
individuals under 25 years of age
training in 2013
Around 75% of FÁS training will be delivered via the FÁS training centre network
and the remainder is managed centrally by FÁS HO, including e-College and
Momentum, the former is a national on-line service for delivering courses for around
12,000 unemployed persons while the latter consists of 85 high quality and relevant
education and training projects focussing on skills development for identified job
opportunities for up to 6,500 individuals who are longer-term unemployed
The alignment of many FÁS training programmes, with evolving labour market needs,
is evidence-based and focussed on meeting identified job opportunities particularly in
IT, energy efficiency, engineering, administration, personal services and sales
marketing. Outcomes from FÁS courses are largely positive in a very challenging
economic environment
In 2012, the IT sector accounted for over 20% of all vacancies advertised through
www.irishjobs.ie for example, programmers and software developers. Other
vacancies advertised included book keepers, wages clerks, sales executives and
business and related associate professionals such as logistics analysts and
compliance administrators. With regard to the DSP/FÁS Jobs Ireland vacancies,
those that appeared most frequently were care workers, home-carers (10% of the
total), sales representatives and agents and kitchen/catering assistants
FÁS will continue to group its training provision under a revised course category
framework based on a career-themed approach to training, referred to as career
training clusters
The optimum balance of FÁS training provision, agreed by the FÁS Board, is that
over half of total number of beneficiaries will take up places on market-led courses
(including Momentum projects), around 30% will take up client-led courses in
anticipation of an increase in DSP training requirements while around 5% will take
up premarket-led courses including bridging, foundation and introductory-type
training. The remainder will be offered supported training through CTC, STP and LTI
programmes
FÁS will carry out a follow up and placement survey in 2013 relating to a sample of
FÁS participants. The sample will be larger than in previous surveys
Preliminary analysis of certification data available shows that certificates awarded to
FÁS participants in 2012 will exceed 79,000.
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5.1 How FÁS training will be delivered?
Up to 75% of FÁS training activity is delivered via the FÁS Training Centre network and the
remainder is provided or administered by FÁS head office. FÁS staff will continue to provide
almost all of the training based in the training centres (20%) 171. A large volume of FÁS
funded training is also provided by private and public ‘not for profit’ training providers
(referred to as second providers) who deliver training on behalf of FÁS. A summary of the
main categories of FÁS training provision with examples of training courses is outlined in
Appendix 1.
The total of new entrants into FÁS training in 2013 is estimated at around 60,000 which is
slightly down on the 2012 level of 62,800. It is proposed that 7,000 long-term unemployed
persons will start on FÁS courses such as Specific Skills Training, Traineeship, Bridging
programmes, Specialist Training programmes and Local Training Initiatives and 6,500 longterm unemployed persons will start on Momentum projects.
It is important to note that the flow of new entrants as a result of referrals from DSP occurs in
all twelve months of the year, facilitating timely training interventions for DSP clients. The
available capacity in each month may, however, fluctuate for operational reasons and to meet
a recurring increase in demand around September/October of each year 172. See Figure 3
below:
Figure 3: FÁS Course Calendar
14000
12000
10000
8000
6000
4000
Places available on a
monthly basis 2012
Places available Jan- April
2013
2000
0
Source: FÁS Course Calendar 2012 and FÁS Course Calendar 2013. Places for 2013 on Calendar as at 26th
February 2013. Courses are scheduled throughout the calendar year.
IT courses account for over one third of the total number of places available on the FÁS
course calendar for the period Jan-April 2013. Computer application courses, including basic
171
Including Phase 2 of the Apprenticeship programme.
Every effort is made by FAS to upload its planned courses onto the FAS Course Calendar well in advance of the start
date. This facilitates planning by FÁS and the work of the DSP Employment Services Officers, who have access to the
Calendar with regard to guidance, course information and course referrals to FÁS training.
172
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IT courses account for around 60% of the IT places while more advanced computer hardware
and software development type courses account for the remaining 40%.
For the same period, pre-employment courses account for around 10% of the total number of
places available on the FÁS course calendar with jobs-club and career development type
training accounting for the majority of these places.
Healthcare and personal services also accounts for around 10% of the total places on the
course calendar to April 2013.
In striving to provide the optimum balance of training provision with reduced resources
across the various FÁS programmes, including Momentum projects, 2013 will see an overall
decrease of 5% in the level of new entrants (60,000) compared to 2012 as outlined in Figure 4
below:
Figure 4: New Entrants173 into FÁS programmes
New entrants into FÁS programmes 2012 & 2013
25,000
20,000
15,000
2012
2013
10,000
5,000
0
FÁS Programmes
New entrants in 2012
Specific Skills Training
Traineeship
Other full-time
Community Training
Evening Courses
On-line
Momentum
Total
16,200
3,100
4,000
7,000
23,000
9,500
62,800
Estimated new entrants in
2013
13,500
3,000
3,000
5,000
17,500
11,000
6,500
59,500
Note: Figures are rounded up. On-line estimates for 2013 include estimated new entrants for Blended
programmes.
173
New entrants for 2013 are estimated using estimated 2013 beneficiary numbers less the number of participants on courses
at 31st December 2012.
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High demand for certain courses was identified by DSP through the FÁS business planning
consultation process. Details are outlined in Table 2 below. In summary, 2013 shows a
decrease of 25% from the 22,000 course places made available for this demand in 2012
representing a 7% decrease as a proportion of the reduced beneficiary target for 2013.
Table 2: Training needs identified by DSP
Type of Training
Training places on
FÁS course calendar
for 2012
Basic Computers and ECDL
Jobs Club/Career Planning
Occupational First Aid
Security/Door Security
SafePass
TOTAL
As a % of total new entrants
As a % of total beneficiaries
10,900
2,800
3,000
3,300
2,000
22,000
35%
29%
Training places on
FÁS course calendar
(as at 19th February
2013)
10,400
4,000
1,000
800
nil
16,200
27%
22%
While the number of basic computer and ECDL type places has largely been maintained in
2013 at around 10,000, there has been a sharp decrease in the number of places reserved for
security guarding/door security training which is down from 3,300 in 2012 to 800 in 2013.
The Private Security Association is of the view that this industry is not in a position to
continue to absorb high levels of new entrants. On the other hand, there will be an increase in
places allocated to jobs-club and career development training from 2,800 places in 2012 to
over 4,000 in 2013. There will be no SafePass provision on offer by FÁS during 2013 while
places for occupational first aid training have been reduced by two thirds from 3,000 to
around 1,000. The level of training places on offer will be reviewed from time to time during
2013. In that regard, senior FÁS operations management have agreed arrangements to review
training needs with their DSP counterparts at regular intervals.
5.2 Profile of Participants on FÁS courses
Learners on FÁS programmes range from those who are disadvantaged in some way to those
who are highly skilled. Courses are primarily aimed at those who have lost their jobs in the
downturn, particularly those who have been out of work for a year or more (a long-term
unemployed person), as well as those who find it increasingly difficult to enter or re-enter the
labour market. In 2012, approximately 40% of the training places on FÁS courses were taken
up by individuals under 25 years of age.
While FÁS mainstream training is open to people with disabilities, FÁS continues to provide
specialist training provision for persons with disabilities who require a greater level of
support than may be available in mainstream provision. FÁS continues to provide literacy
supports, both integrated literacy and dedicated literacy provision in that regard.
In addition, FÁS continues to provide training places in Community Training Centres (CTCs)
for unemployed early school leavers, primarily from 16 to 21 years of age, and through its
Local Training Initiatives (LTIs) continues to reach out to marginalised individuals, as a
primary focus.
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The majority of FÁS courses are certified by FETAC with the remainder certified by other
recognised Awarding Bodies such as the City and Guilds of London and accredited vendorapproved certification such as for example ICS, Microsoft and Comptia.
FÁS courses are delivered during the day, during the evening and on-line through its network
of training centres, community based training facilities and approved private and public
second-provider training organisations.
FÁS works closely with DSP to address the training needs of the priority cohorts identified
by DSP. Past experience indicates that, in general, most FÁS courses will have many
individuals who will meet the criteria pertaining to one or more of the priority cohorts 174.
eCollege is a national on-line service for delivering courses for unemployed persons. It
provides a range of on-line courses with tutor support to individuals with internet access175.
There is a small minority of learners who pay an on-line fee for their course. However, the
primary target group are unemployed persons who are granted a fee-waiver. FÁS eCollege
remains a popular and flexible training alternative for many unemployed learners. Over
12,000 learners on 30+ courses received training in 2012. A similar level of service is
planned for this year. The majority of courses are IT related. Applicants can access their
course within a week of application. An e-Tutor service is provided for learners taking
certified courses while a 24/7 content support service is also available.
5.3 Momentum
Momentum will consist of 85 high quality and relevant education and training projects
focussing on identified job opportunities. The projects will be delivered by a mix of 37 public
and private contractors for up to 6,500 individuals who are long-term unemployed.
FÁS programmes are validated and/or delivered under the appropriate quality assurance
agreement that FÁS has with, for example, FETAC, City and Guilds and Comptia. However,
Momentum projects will be delivered by providers under their own existing quality assurance
agreements with the relevant awarding bodies.
Momentum funding is used to provide solutions, proposed by providers and approved by
FÁS, to meet the needs of both long-term unemployed individuals and employers within the
context of four themes and across ten geographic regions nationally.
The themes are as follows:
Theme 1:
Theme 2:
Theme 3:
Theme 4:
ICT, Digital Media, Gaming, Telecommunications
Transport, Distribution and Logistics, Sales and Marketing
Health Care, Social Services, Manufacturing, Natural Resource
Energy Conservation, Food production and Processing
Under 25ʼ s Individual needs, placement, progression and
employment across the occupation themes.
174
For example an update report to the FÁS Board in December 2011 noted that, 64% of starters on the training programmes
were aged under 35 years of age while a further 14%, though aged over 35, had low levels of education (cumulative 78%). A
further 7%, though aged over 35 and with relatively higher education (Leaving Certificate plus) were in occupations affected
by restructuring174 (cumulative 85%). A further 12%, though over 35 years of age and not in any of the categories above,
were on the Live Register174 (cumulative 96%). With regard to young people, 40% of starters were aged under 25.
175
The FÁS ‘Net College’ brand, the pre-cursor of ‘eCollege’ was established in June 2000.
Page 76
The 10 regions are as follows:
o Dublin North
o Dublin South
o Kildare, Meath, and Wicklow
o Carlow, Kilkenny, Tipperary South, Waterford and Wexford
o Cork and Kerry
o Clare, Limerick, and Tipperary North
o Laois, Longford, Offaly, and Westmeath
o Galway, Mayo and Roscommon
o Cavan, Louth and Monaghan
o Donegal, Leitrim and Sligo.
Momentum projects adopt a delivery and outcomes-based model that references international
best practice in its adaptation to the Irish context. A key element within this approach is the
transfer of risk176 onto the contractor. The payment system is based on deliverables at each
stage of the process and specified progression or employment outcomes at the end of the
programme. Other structural design features include:
Active response to local labour market needs
Connection with and commitment from employers
Flexible delivery of employment/employer focused training
Placement duration significantly greater than for traditional courses and
Focus on progression and employment outcomes, including participant supports for
two months after programme delivery.
Examples of Momentum projects by career training cluster are provided in Section 6.
5.4 Evidence-based FÁS training provision
The alignment of many FÁS training programmes, with evolving labour market needs, is
evidence-based. This is facilitated by FÁS’ internal resource namely, the National Skills
Database (NSD) 177, as well as research by the Expert Group on Future Skills Needs (EGFSN)
and other relevant sources. These sources include national and international research on
future skill needs, national and local labour market intelligence, legislative and regulatory
environment, government policy, direct contact with employers and independent surveys on
course outcomes commissioned by FÁS.
Since its development, the NSD has been used to support the work of the Expert Group on
Future Skills Needs, the National Skills Strategy and numerous sectoral studies, and of course
the work of FÁS.
These indicators do not provide an exact quantitative forecast of either the number of
vacancies or the growth rate for a particular skills-set; however, using occupation by
qualification as a proxy of skills, they do provide a robust indication of the relative
employability of different skills sets in the short to medium-term.
176
For example: Financial and operational risks.
The National Skills Database was developed in 2003 by the Skills and Labour Market Research Unit (SLMRU) in FÁS at
the request of the Expert Group on Future Skills Needs.
177
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These indicators come from both secondary and primary sources. The most important
secondary sources on skills demand include the National Quarterly Household Survey (i.e.
the Labour Force Survey); detailed data on vacancies from three separate data-bases; detailed
data on immigration trends; and information on the skills profiles of companies who plan to
set-up or expand in Ireland in the near future; and education and training data at course level.
The FÁS data sources identify which occupations are expanding in both employment terms
and in respect of the number of notified vacancies. FÁS has detailed data on employment
and unemployment trends from 1998 to date and it has detailed vacancy trends for 2-5 years.
Both the vacancy data and the employment data are available for a wide range of
occupations. These occupations may be aligned to the different sectors, thus permitting a
reasonable estimation of the current and short-term demand for occupations within that
sector.
With regard to the medium term, FÁS has an arrangement with the Economic and Social
Research Institute (ESRI) on the basis of which the latter supplies to FÁS their total 5-year
employment sector forecast and their employment forecasts for the main sectors of the
economy from their 2-3 year medium-term review of the economy. Using a number of
statistical techniques, FÁS translates these forecasts into employment forecasts for 17 sectors
and 43 broad occupational groups. These forecasts provide an indication of how the demand
for particular skills-sets will evolve over a 5-year period.
5.5 Keeping FÁS Training Relevant
FÁS commissions an independent placement and monitoring survey 178 every 18-24 months to
establish outcomes relating to learners participating on FÁS courses. The most recent such
survey was published in 2012. The survey, identified outcomes that were largely positive in a
very challenging economic environment and have been presented to Board. It is this major
survey that has provided the basis for systematic programme evaluations in the past e.g. by
ESRI. FÁS has reviewed both the timing of the survey and the size of the sample with a view
to conducting the survey on an annual basis and increasing the sample to provide statistically
reliable results in respect of the type of employment obtained by former trainees.
The main outcomes of the most recent survey were:
Employment Outcomes: 44% of training programme participants obtained
employment after their programme. Of the training programmes, Traineeship had the
highest placement rate into employment (67%). Just under a half of the participants
on Specific Skills Training obtained a job after the programme. Please note that some
former FÁS programmes that were surveyed have since transferred to DSP including
CE and the Work Placement Programme
178
The survey provides detailed qualitative and quantitative data and it forms the basis for the calculation of a number of key
impact indicators such as placement by programme type (a market orientated programme as opposed to a foundation type
programme) progression rates and certification. It also distinguishes between overall placement and placement in relevant
employment (i.e. using the skills acquired on the training programme). It also gathers data on the perceived usefulness of the
training from a number of perspectives (e.g. did it assist in obtaining employment). The survey collects data on the pre training economic status of the participants and also their salient characteristics such as gender, age and (if unemployed) the
duration of unemployment. This facilitates comparison between placement rates and survivorship rates from the
unemployment register and the net employment rate for each client profile can be calculated, thus controlling for deadweight
effects.
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Benefits of the Training Programme: As in previous years, providing new job skills,
improving confidence, helping to identify job opportunities and improving interview
skills were all rated positively by more than three out of four participants.
A full copy of the report is available at www.fas.ie. A survey will be carried out in 2013
relating to a sample of FÁS participants. The sample will be larger than in previous surveys,
rising from 1,500 to 2,000 participants, and will cover identified programme categories. A
number of other innovations with regard to the survey will include more specific questions on
employment status, hours of work, occupation, salary etc.
Information gathered by annual follow-up surveys has the potential, over time, to inform
SOLAS and the ETBs on of the most effective labour market interventions for different
groups of job-seekers. In addition, the success of existing courses in terms of job placement,
course waiting lists179 and the FÁS job vacancy databank provide valuable insights into the
type of training that is likely to prove relevant and effective for both learners and employers.
5.6 Career-Training Cluster Framework
To underpin the business planning process for 2013, FÁS will continue to group its training
provision under a revised course category framework based on a career-themed approach to
training - referred to as career training clusters180. This revised categorisation enables FÁS to
determine the level of course provision within each cluster that is meeting identified current
and evolving labour market skills.
The framework has the following key elements; career cluster training model; occupational
standards and qualifications; labour market information and intelligence that constantly
refresh training course content to meet existing and future labour market needs. The
framework is intended to provide greater clarity for learners on pathways to qualifications
and work, improved efficiency over the existing training model and better employment
outcomes for learners. The process of organising all training provision into a career cluster,
training framework was implemented in 2012. The following career clusters are included 181:
Cluster 1: Information technology
Cluster 2: Transportation, distribution and logistics
Cluster 3: Sales and marketing
Cluster 4: Health, care and social services
Cluster 5: Built environment
Cluster 6: Financial services
Cluster 7: Business administration and management
Cluster 8: Manufacturing
Cluster 9: Natural resources
Cluster 10: Skills sampling/Supported training (training based in the community and
provided via Community Training Centres (CTCs), Specialist Training Providers for persons
with a disability (STPs) and Local Training Initiatives (LTIs).
179
As a useful indicator of ‘unmet’ client demand.
A career cluster is a group of jobs and industry sectors that are related by skills or products. Career cluster training is a
collection of courses that provides occupation-specific training to meet current and future job requirements. It enables the
learner to compete for a job in that sector or assist an existing employee to keep their job or move from job to job within t hat
cluster. A course within a cluster may be provided at any level, depending on labour market needs.
181
Additional clusters may be added from time to time to take account of new occupations and emerging technologies, work
practices etc.
180
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An example of the career training cluster for IT is set out below:
Table 3: Career Training Cluster – IT
Software
Networks
development
Network
Games
Technician
Programmer
PC Support
Operating
Technician
Systems Designer
Telecom/Network Computer
Technicians
Programmer
Security
Administrator
Support and
Services
Technical Writer
Web and
Digital
Web
Designer
Webmaster
Film & TV
Film & TV
Technician
Instructional
Designer
Help Desk
Graphic
Specialist
Designer
Technical Support 3D Animator
Engineer
Film and TV
Technician
Note: See Appendix 9 for the Career-Training Cluster Framework by type and family which can be modified
and updated to reflect additional clusters in for example Tourism and Food/Beverages and for emerging
occupations.
The concept of a ‘Driver’ is applied to FÁS training courses to distinguish the primary
purpose of the course:
Courses that are Market-driven are primarily, but not exclusively, developed and
offered to participants, who are capable of undertaking the training and
certification to enable them to compete for identified job opportunities on
completion of the course e.g. traineeships
Courses that are Client-driven are primarily developed and offered to participants,
who are capable of undertaking the training and certification to meet the wishes of
the client who seek this training which may not be job specific in nature e.g.
ECDL
Courses that are Premarket-driven are courses are primarily developed and
offered to participants who are not yet ready to undertake a mainline technical
skills course (market-led) and would benefit by undertaking a relevant bridging or
foundation type training course coupled with some supports
Courses that are Supported and/or Skill sample-driven are primarily developed
and offered to learners who require significant additional supports to access and
undertake training as part of their agreed pathway to work e.g. Training in CTCs.
It is a pre-requisite that potential applicants for market-led courses and client-led courses
fully meet the pre-requirements for the course, so that there are reasonably good prospects
that the skills and qualifications achieved on the course are translated into a job or improved
capacity to compete in a tight jobs market. In that regard, FÁS works closely with DSP to
ensure that relevant and up-to-date course information is accessible for learners.
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The initial proposed targets for FÁS training provision in 2013 by Driver for 2013 are
outlined in Figure 5 below:
60
50
40
30
20
10
0
2011
2012
2013
Market-led
2011 (44%)
2012 (52%)
2013 (52%)
Client-led
2011 (38%)
2012 (18%)
2013 (30%)
Premarket
2011 (7%)
2012 (14%)
2013 (5%)
Supported
2011 (11%)
2012 (8%)
2013 (13%)
e.g. SST,
Traineeship,
Momentum,
% eCollege
e.g. Evening,
% eCollege
RAPS
Libraries
e.g. RTW,
Bridging,
Foundation
e.g. CTCs,
LTIs
STPs
The optimum balance of FÁS training provision, agreed by the Board, is that over half of
total number of beneficiaries will take up places on Market-led courses (including
Momentum projects). In addition, around 30% will take up Client-led courses, in anticipation
of an increase in DSP training requirements while around 5% will take up Premarket-led
courses including Bridging, Foundation and Introductory-type training. The remainder will be
offered Supported/Skills Sampling training through CTC, STP and LTI programmes.
5.7 Metrics
Effectiveness of vocational training 182 such as that provided by FÁS is usually measured
through input indicators183, output indicators 184 and ‘hard’ and ‘soft’ outcome indicators185.
FÁS strives, where possible, to use a combination of all three indicator types to measure the
effectiveness of its training provision. The reason for the mix of indicators is that all courses
cannot be subject to the same expectations with regard to ‘hard’ labour market outcomes 186,
in particular, the rate of exits from a training course into a job.
Furthermore, measuring ‘hard’ or ‘soft’ outcomes is not a straightforward process. For
example, there are many definitions of what constitutes ‘a job’ and what constitutes an
‘employed person’187. In addition, there are a number of ‘softer’ outcomes for example in the
areas of interpersonal skills, organisational skills and personal skills that, while often difficult
to measure directly or tangibly, can be very important in helping individuals progress to
182
‘Vocational education and training indicators project- EU priorities and objectives related to VET’ Centre for Educational
Research, London School of Economics and Political Science and Cedefop 2000.
183
Such as percentage of young people in various types of training.
184
Such as percentage of course starters who have achieved a qualification or part of a qualification.
185
Such as percentage of course participants who started a course obtaining a job within a specified time of course
completion (Hard) or increased self-confidence of learners (Soft).
186
European Commission, DG Education and Culture in co-operation with The European Centre for Development of
Vocational Training (Cedefop) ‘Inventory on Validation of Non-formal and Informal Learning 2010, Thematic Report –
Validation for Specific Target Groups’.
187
See for example how the Swiss Statistical Encyclopedia published by the Labour Force Section of the Swiss
Confederation use ILO, OECD and Eurostat definitions of ‘employed’, ‘unemployed’, ‘underemployed’ etc.
www.bfs.admin.ch/bfs/portal/en/index/.../def.Document.92160.pdf
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employment. This is particularly relevant with regard to measuring the impacts of
programmes on ‘harder-to-help’ groups for whom employment may not be an immediate
goal188.
In that context, FÁS is committed to strengthening its outcomes measurement processes
relating to its training provision on an on-going basis. Two initiatives are worth noting.
Firstly, data on progression and placement outcomes using the FÁS Annual Follow-up
Surveys will be gathered as will data on certification outcomes. In view of the fact that FÁS
programmes have very different objectives and structures and that the learner population
attending each programme category have also very different characteristics, results will most
probably be presented on a programme by programme category basis. The appropriate
explanation of what the primary objectives of each programme are and a profile of the
respective learner populations will be outlined to facilitate both a technical and more general
appreciation of the wide range of FÁS training on offer to unemployed persons.
It is likely that well-structured and executed surveys such as the Follow-up Survey will form
an important component in the evaluative framework as SOLAS is established and as a new
strategy for FET is identified and delivered. The learning provided by the new innovations in
the FÁS Follow-up Survey will help develop capabilities in this regard.
Secondly, in June 2012, a Task Group (led by FÁS and the VEC sector) responsible for the
FET data and statistics, submitted a report (Report I: FET Data and Statistics) to the SOLAS
Implementation Group (SIG) which outlines the data needed to successfully inform the work
of SOLAS to service the FET sector at all levels. The report put forward several
recommendations, including the establishment of a working group on the ‘Measurement of
Wider Benefits of FET’. The work to develop a framework to measure of the wider benefits
of FET is on-going.
5.8 Certification Statistics 2012
FÁS award data is supplied via the FETAC Business System (FBS), City and Guilds, Irish
Computer Society (ICS) for European Driving License (ECDL) and the Results Capture
Certification Request System (RCCRS). Full analysis of end of year data for 2012 will be
under taken in 2013, when all data is available.
Preliminary analysis of certification
statistics available shows that the expected total certificates to be awarded for 2012 will be
79,069. Of these, 15,193 are City and Guilds awards, 3,446 are ICS (ECDL) awards and the
remaining 60,430 are FETAC certificates. These results, which exclude the analysis of other
certification data, exceed the 70% outcome committed to in the FÁS Board approved
Training Strategy.
Further analysis of FETAC data shows that the breakdown of certificates awarded is:
Component 65% (39,106), Special Purpose 20% (11,958), Major 14% (8,636) and
Supplemental 1% (730). Examination of the FETAC data shows that the highest number of
component certificates awarded by levels was: level 5 - 51% (19,976), level 4 - 32% (12,569)
and level 3 – 13% (5,162). Major awards attained in 2012 (8,636) is slightly higher than
those attained in 2011. The Major award data shows that the majority of Major awards were
issued for levels 6 (3,781) and 5 (3,299), of the level 6 Major awards 87% issued were for
188
NIACE (2005) ‘Catching Confidence’ Leicester: National Institute of Adult Continuing Education and the LSC (2004).
The Approach: Recognising and recording progress and achievement in non-accredited learning. Learning and Skills
Council consultation document, 2004.
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Craft (Apprenticeship) awards, of which highest percentage of these awards relate to
Electrical (32%) followed by Plumbing (17%) and Carpentry & Joinery (17%).
An initial study of the level 5 Major awards indicates that the highest number issued by fields
of learning were; Health and Welfare (45%) followed by Business and Administration (25%).
Special Purpose awards issued in 2012 were 11,958, which represent an increase of 45% on
the number of Special Purpose awards issued in 2011. The highest number of Special
Purpose awards issued were at Level 5 (95%) of which 15% were issued for the Special
Purpose award Sign, Lighting & Guarding at Road Works and 12% issued for 360
Excavator Operations Major award. Supplemental awards equated to 730.
5.9 Indicative Targets for 2013
Indicative placement and progression and certification targets for 2013 by driver and by
programme type are set out below in Table 4. These targets will be confirmed when the 2012
data is complete and on foot of the 2013 survey of FÁS participants.
With regard to placement and progression metrics, please note that all FÁS programmes will
have an element of placement and an element of progression as part of the overall metric
output. Indicative placement and progression outcomes for FÁS training provision are based
on employment outcomes from the FÁS Follow-up Survey 2011, together with an assessment
of the capacity of the labour market to absorb FÁS course participants into jobs in 2013 as
well as the expectations of external funding agencies, such as European Social Fund, relating
to employment outcomes from courses that it funds.
However, the weighting of placement is more prominent in market-led programmes than in
client, pre-market and supported programmes. For example, the placement target for Specific
Skills Training is 50-60% of which 5% relates to progression and the remainder relates to
placement.
In addition, targets in respect of long-term unemployed persons on the Live Register
participating in FÁS training are currently being discussed with DPER, DES and DSP. SST
and Traineeship will provide a significant proportion of training provision to meet this target,
when agreed. FÁS will work collaboratively with DSP to ensure that the places reserved for
LTU persons are fully utilised.
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Table 4: Indicative Targets
Primary
Driver
The
Market
Supported Training
Pre-market
The
Client
Programme
Output metric
Specific Skills
Courses Long
(SST)
Traineeship
Learner secures employment
Learner progresses into FE/HE
up to 5%
up to 5%
up to 5%
up to 5%
50-60%
70%
4-6
55-65%
70%
4-6
50-60%
70%
3-6
50-60%
70%**
3-6
up to 5%
50-60%
70%***
3-6
Learner progresses into
FET/HET following training
(combined outcomes)
up to 5%
(combine outcomes)
(combined outcomes)
(combined outcomes)
(combined outcomes)
up to 5%
****%
70%
3-6
50-60%
70%
3-6
50%
70%
3-4
50%
70%
3-4
50%
70%
3-5
50%
70%
3-5
10-20%
70%
3-5
Specific Skills
Courses
(Short)
Specific Skills
courses
(On-line)
Majority of
places
Momentum
Projects
Majority of
places
Short courses
(Evenings)
European
Globalisation
Fund (EGF)
Foundation
Courses
Bridging
Courses
Training
provision in
CTCs
Training
provision in
LTIs
Training
provision in
STPs
Metric
Placement &
Progression
Metric
Certification*
NFQ
Level
NOTE
* % of learners on certified courses who achieve an award or part thereof.
** % of learners who choose to undertake examinations and achieve an award or part thereof (for on-line only).
*** % of learners on certified courses who complete their programme and achieve an award or part thereof.
**** Evening courses are being considered for inclusion in next Follow-up Survey of FÁS Participants to be
conducted in early 2013.
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5.10 Vacancy Trends189 in 2012 and Employment Opportunities in 2013
In 2013, FÁS will provide the technical skills where occupation and skills gaps have been
identified to meet labour market needs. Generic skills will also be provided at the level and
mix identified by occupational needs and by award specifications. 190 These latter skills cut
across all workplaces and all occupations at all levels. This process has been and will
continue to be facilitated by the on-going re-development of around 100 FÁS training courses
since 2011, to meet new FETAC common awards and by the roll out of Momentum.
In summary in 2012, the IT sector accounted for over 20% of all vacancies advertised
through www.irishjobs.ie, the most frequent being, for example, programmers and software
developers, book keepers, wages clerks, sales executives and business and related associate
professionals such as logistics analysts and compliance administrators. With regard to the
DSP/FÁS Jobs Ireland vacancies, those that appeared most frequently were care workers,
home-carers (10% of the total), sales representatives and agents and kitchen/catering
assistants.
Below is an overview of the anticipated employment opportunities in 2013 that have
informed this Service Plan:
1. There will be many employment opportunities in IT-related occupations191 in
2013. While many of these jobs may require higher level qualifications, others do
not.
2. With regard to transport and logistics, over 80% of everything that is produced in
Ireland is exported. Consequently, efficient transport and logistics systems are a
critical determinant of the overall level of competitiveness of the Irish economy.
Information technologies have had a major impact on the skill requirements in this
sector.
3. There was very strong demand for sales personnel. This pattern will likely
continue into 2013 and beyond. Thus jobs in contact centres are re-emerging
while Ireland manufacturing companies seek to increase their share of European
and emerging markets, particularly in commodities such as processed foods.
4. With regard to healthcare, childcare and social services there is a strong demand
for carers generally, particularly regarding care of the aged, and to a lesser extent,
childcare.
5. Direct employment in the construction industry in Ireland has contracted from a
peak of 284,000 in 2007 to just above 100,000 (i.e. 103,000 in Q1, 2012). While
both activity and employment have stabilised, albeit at a low level, during 2011,
suggesting no further significant reductions in employment in 2012 there
remained an excess supply of construction craft skills. This is likely to continue in
the short and medium term since there will continue to be little if any activity in
the residential sector in 2013. Activity remains depressed in civil engineering and
commercial segments as well. Therefore, the requirement for training in
construction related-trades is extremely limited. Some training, however, will
continue to be necessary as a result of mandatory qualifications. In addition, the
demand for construction related skills associated with the conservation of energy
and the energy generation, transmission and maintenance of alternative sources of
189
Vacancy Overview 2012, FÁS Skills and Labour Market Research Unit on behalf of EGFSN, February 2013,
(forthcoming).
190
Communication, team working, initiative and enterprise leading to innovation, problem solving, planning and organising
skills
191
Vacancies in IT-related occupations accounted for over 40% of all advertised vacancies in professional positions in 2012.
Page 85
energy will also have an impact on training requirements. FÁS is committed to
providing the necessary training for unemployed persons at operative level and for
apprentices at craft level. Further details of these training requirements are
provided below
6. It is anticipated that there will be more job losses in financial services in Ireland
in 2013, namely in retail banking as the banks seek to further downsize and
retrench their operations. However, there will also be some noteworthy job
opportunities in financial services, namely in the area of international financial
and business services.
7. There is an excess supply of secretarial/administrative staff due to the significant
number of job losses in sectors with large numbers of staff in these types of roles,
especially in the retail segment of banking and insurance sectors. Therefore, the
supply of secretarial/administrative staff is likely to be greater than the demand, at
least in the short-medium term. Nonetheless, these occupations employ almost
200,000 in Ireland and there will be demand arising from the need to replace
workers who leave (retirement etc.) of a magnitude likely to exceed 4,000
annually.
8. With regard to manufacturing there is an increasing demand for ‘super’
operatives and ‘process technicians’ while the number of employers sponsoring
toolmakers and fitters has increased during the year; demand for these skills is
expected to be driven by the strong performance of the food manufacturing, biopharma, chemical and medical devices sectors.
5.11 Examples of emerging Employment Trends
5.11.1 Renewables
With regard to renewable energy and energy efficiency, Ireland has, potentially, a huge
natural resource for offshore renewable energy (wind/tide/wave) to the extent that Ireland
could meet its own electricity needs, as well as export energy. However, unlike the UK which
has already built many platforms, particularly in the North Sea and ports, the offshore
renewable energy sector in Ireland is in its embryonic stage behind the onshore renewables.
The sector is however expected to grow strongly, as Ireland, along with other countries,
moves towards achieving legally binding targets for sourcing energy from renewables (e.g.
EU target for 20% of energy to come from renewables by 2020). There appears to be a
business case for large scale offshore renewables, which could become another sustainable
indigenous export sector and make Ireland part of the regional energy hub. There is also some
potential for the manufacturing of turbine parts and other equipment.
Currently there does not appear to be a shortage of skills in the area of offshore renewables in
Ireland; most of the work is in the conceptualisation stage, which calls for high level niche
expertise typically available through global companies. In the future, the sector is expected to
create demand for a range of skills at various levels 192 and in various activities across the
supply chain193 as well as across various fields194. Recent estimates195 foresee large
192
From high level engineering and science professionals to technician, craft and general labouring.
Ports, vessels, turbines, construction (foundations, port buildings, smart grids, transformers and HVDC, IT systems
(monitoring), manufacturing (e.g. particularly for smaller turbine parts, cables, etc).
194
Such as project design (engineering), R&D (science, engineering (marine, geotechnical, precision, electrical,
mechanical)), environmental impact (science), construction (civil engineering, pipe and cable laying, concrete foundations),
equipment (engineering electrical, mechanical), monitoring (ICT, real time systems, GIS, simulations), maintenance and
support (e.g. health and safety, survival etc.
195
UK Skills Academy for Power.
193
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recruitment challenges in the UK and globally in the future, due to retirements (replacement
demand) and the expansion of the sector globally.
With regard to the proposed installation of water meters into households, Irish Water have
discussed initial training requirements with FÁS of around 1,000 in water meter installation
and call centre skills. Billing is expected to commence in January 2015.
5.11.2 Energy efficiency
There is a gap in the requisite skills and knowledge that is required for onsite implementation
of energy efficiency measures and the integration of renewable energy systems196. This first
gap covers skills outside the formal construction trades education/skills structure and includes
general operatives, concrete workers, steel workers, roofers and glaziers and the fundamental
changes in approach to construction and renovation of building fabric.
The second refers to craft workers where the change in approach to building for enhancement
of energy performance requires integrated effort and approach by all crafts involved in the
construction/renovation process. Therefore, there are underpinning knowledge and skills
needs for all crafts/apprentices to facilitate a coordinated approach to the achievement of any
active energy performance standards.
The third area is at specialist, supervisory or project manager level where a craft worker will
have progressed to roles such as system installation specialist, site supervisor, small/medium
sized building contractor or equivalent. FÁS is currently considering how best to incorporate
these identified gaps into the relevant curricula.
5.11.3 Care Sector
Understanding the developments in this sector is important, not the least because the demand
for carers is expected to continue to grow. Future demand is expected to be driven by the
demographic changes (the ageing of the population), regulatory changes (introduction of
minimum mandatory qualifications) and the move from hospital to community based
healthcare (primary healthcare teams). The situation is being closely monitored by the
EGFSN.
5.12 Skills Shortages 2013
Current and potential labour shortages and skills shortages197 are of considerable interest to
publicly-funded training providers such as FÁS. Appendices 7 & 8 provide a detailed
overview of identified skills shortages and employment opportunities in 2013 as well as
examples of the FÁS response to these shortages and opportunities.
5.13 Examples of FÁS Strategic Partnerships
Decisions around course provision are also based on formal and informal contacts at both
national and local level with employers and other relevant state agencies 198. A variety of data
is taken into account including expected recruitment demand from new or expanding
196
Build-up Skills Ireland (BUSI) is a European wide project to identify skill needs of construction works with regard to
meeting energy efficiency targets by 2020. FÁS is represented on BUSI with the CIF, ICTU and a number of Institutes of
Technology.
197
Skill shortage is defined as insufficient numbers of individuals who have the required education level, skills set and/or
experience to meet job requirements. A labour shortage is defined as insufficient number of individuals available to take up
employment in a particular occupation.
198
For example: Enterprise Ireland, IDA.
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companies and requests from employers to FÁS to develop training programmes to supply
them with skilled workers199.
5.13.1 IDA
FÁS and the IDA are exploring how best to ensure a pool of available talent relevant to
inward investment companies where new, defined opportunities have been identified e.g.
Social Media and Contact Centres.
FÁS, in consultation with the IDA, will strive to support Education and Training Boards to
provide relevant further education and training for unemployed persons in areas where new
or expanding FDI companies are locating. FÁS will also support Education and Training
Boards (in consultation and co-operation with relevant Institutes of Technology) to expand or
supplement the existing range of training programmes for the engineering, manufacturing and
other sectors.
5.13.2 Games Ireland
Games Ireland represents companies involved in the creation, development, publishing and
distribution of computer games in Ireland. Games Ireland and FÁS are in initial discussions,
under the direction of the Department for Jobs Enterprise and Innovation ‘Digital Games
Cluster Development Team’, to identify skill needs of Games Ireland companies and assess
the response in that regard200.
5.13.3 Fastrack to IT (FIT)
FIT201 is an industry-led initiative to enable marginalised job seekers access employment and
progression opportunities through the acquisition of marketable technology skills. In this
regard, FIT does not provide training under the funding arrangement governed by the MOU
between FÁS and FIT.
FIT designs courses and activates candidates onto training courses. FIT course providers
include VECs and FÁS. FIT also provide employment support inputs on the FIT designed
courses. The rationale for the funding is FIT’s ability to engage with these marginalised
individuals in disadvantaged areas, as well as establishing necessary links with industry.
Each year FÁS prepare, in consultation with FIT, an agreed budget and work plan which is
submitted to the FÁS Board. The FIT Board undertake to implement the agreed annual
budget and work plan. In 2013, FIT will activate and/or support circa 2,500 unemployed
persons at a cost of approximately €950,000. It is anticipated that in 2013, FÁS will provide
places for 500 unemployed persons on courses developed by FIT.
199
For example: Dublin Aerospace, Meat Processing companies in Rep of Ireland and Microsoft Ireland Ltd.
FÁS and Games Ireland are due to report back to the DJEI cluster team with the outcome of these discussions. The HEA
and VECs are also represented on the Team and some of the identified skills may be more appropriate to these providers.
201
FIT Ltd is a not for profit organisation and was established in 1999. The FIT initiative develops and promotes
technology-based programmes and career development opportunities for job seekers who have become detached from the
labour market.
200
Page 88
Page 89
Section 6
FÁS Funding 2013
Section 6 Summary
The total advised to FÁS for 2013 is €421.9m (a reduction of 7% on the 2012 original
budget) of which €237.9m relates to Training for Employment and €39.6m relates to
Training in Employment principally Apprenticeship
Approximately 38% of the overall FÁS budget allocation consists of training
allowances, including childcare, paid to eligible course participants
A full expenditure programme is assumed for the year even though it is planned that
some centres will transfer later in the year. The remaining budget will transfer with
them
If SOLAS is created in 2013, a recasting of the budget will take place
The estimated target for unemployed beneficiaries in 2013 is 72,000+, of which
around 60,000 will be new entrants
The estimate of circa 72,000+ places (inclusive of Momentum) for unemployed
beneficiaries is down by around 3,000+ (4%) on the outturns for 2012 (primarily due
to reduced resources and resultant capacity limitations within the training centre
network, details of which are outlined in Section 1 of this Plan)
Estimated beneficiaries across Specific Skills Training (SST), Traineeship, On-line as
well as community-based training such as CTCs, LTIs and STPs have by and large
been maintained. Exceptions are the Redundant Apprentice Placement Scheme (RAPS)
from 1,800 in 2012 to circa 1,000 in 2013 and Evening Courses reduced by
approximately 6,000
A comparison of the cluster breakdown for 2013 indicates reductions in training
provision in the Business Administration and Management, Personal Services, Built
Environment, Financial Services and Transport and Logistics clusters with increases
in IT and Sales and Marketing clusters
Decreases are due primarily to a combination of reduced job opportunities expected
in these areas of business in 2013 as well as a reduction in the provision of lower level
generic skills on offer in 2013. The IT cluster is boosted by an increase in both higher
level technical on-line training via e-College and by a number of Momentum projects
that relate to the IT sector.
Page 90
6.1 FÁS Budget 2013
This section sets out the resources required and the financial commitment necessary to
deliver the service plan for FÁS training provision in 2013 and outlines the total proposed
expenditure together with the broad categories in which expenditure is planned and the
associated funding. The traditional programmes categories have been retained for the
purposes of the presentation on direct cost expenditure.
A preliminary allocation of €417m was made to FÁS in the context of Budget day
announcements. A number of financial adjustments were made by DES in the context of the
Revised Estimates Volume. These included an increase in the capital allocation and a
reduction in the current allocation, which included the transfer of responsibility and funding
for Screen Training Ireland to the Department of Arts, Heritage and the Gaeltacht. This
resulted in a total budget from DES of €419.2m. In addition, the inclusion of €2.7m in other
income will give an overall Budget of €421.9m for 2013.
An important point to note is that approximately 38% of the overall FÁS budget allocation
consists of training allowances, including childcare, paid to eligible course participants in lieu
of DSP payments. With regard to training for unemployed persons (72,000+), approximately
48% of the training budget for this cohort is allocated to around 12,000 course participants on
community based training while the remainder is allocated across programmes for the other
60,000 course participants.
A full expenditure programme is assumed for the year even though it is planned that some
centres will transfer later in the year. The remaining budget will transfer with them.
If SOLAS is created within the year, there is an obligation to prepare final closure accounts
for FÁS and this will involve a recasting of the budget.
The breakdown of the FÁS proposed expenditure202 for 2013 is set out below:
Table 5: FÁS Budget 2013
Exchequer
FÁS Admin and General Expenses - N/Pay
FÁS Admin and General Expenses - Pay
FÁS Capital
FÁS Training and Integration Support
FÁS Superannuation (New Scheme)
FÁS Superannuation (Old Scheme)
Total Exchequer
Total (€m)
24.026
50.645
3.000
11.600
28.500
3.500
121.271
FAS - Training people in Employment 203
FAS - Training people for Employment
FAS - Skills Analysis Unit
Other Activation Supports – Labour market Activation Fund
Total NTF
Total
39.600
237.960
0.370
20.000
297.930
Overall Total
419.201
202
FÁS training activity is part funded from the European Social with an average of €25m per year to be drawn-down under
the Human Capital Investment Operational Programme 2007 - 2013. ESF is channelled to FÁS via the exchequer and NTF
receipts. FÁS own income estimated at circa €2.7m can be added to the schedule above, giving a total of €421.9m.
203
This includes an allocation for instructing costs.
Page 91
6.1.1 Staff Costs & Overheads
The combined proposed budget in respect of staff costs, pension costs and overheads is
€117.9m. Of this, an amount of €61.4m is allocated in respect of staff costs excluding
pensions, €22.9m in respect of overheads and €1.7m in respect of staff travel & subsistence.
A further €28.5m is allocated in respect of closed scheme pensions and €3.5m in respect of
open scheme and early retirement pension.
6.1.2 Activity and Expenditure Proposals
Details are now provided of two programme summary categories, namely Training for
Employment and Training in Employment, together with an outline plan for each programme.
These plans are presented in the traditional FÁS programme category. Overall, the 2013
proposed activity day plan of 5.064m days is 274,000 days greater than that achieved in 2012.
The increase arises because of the additional 500,000 days associated with Momentum. If
Momentum is excluded, the number training days will be down on 2012 by 226,000 days
(4.7%) reflecting the lower funding levels in 2013 compared with 2012. Some of the lower
activity has been accounted for by reductions in course provision in SST and Evening courses
while both Apprenticeship and the Redundant Apprenticeship Placement Scheme (RAPS) are
planned to have lower levels of activity in 2013 as compared with 2012.
6.2 Training for Employment – Proposed Activity and Budget
The total projected training days in the Training for Employment category are 4.781m days
compared with a total achieved in 2012 of 4.456m with the increase due to the introduction of
Momentum as described above. The pricing is broadly similar to the actual price for the full
year 2012. A reduction in costs reflecting a change in allowance for those on Jobseekers
allowance has been estimated and included in the pricing. The appropriate adjustment is
difficult to estimate as much will depend on the profile of those that actually take up training
in 2013. Pricing trends will be monitored with the possibility of adjusting activity targets later
in the year.
Page 92
Table 6: Training for Employment - Proposed Activity and Budget 2013
Programme Type
Bridging/Foundation
Proposed
Activity
(days)
82,000
Foundation/Progression 517,000
in CTC’s - Mainline
Foundation/Progression 46,000
in CTC’s – Justice
Workshops
Return to Work
3,000
Skills Training
1,053,000
Traineeship
569,000
Local Training
Initiatives - Mainline
578,000
Local Training
Initiatives - Wider
Horizons
Specialist Training
Providers
21,000
On-Line and Blended
learning
595,000
Evening Courses
186,000
532,000
Proposed Narrative
Budget
€5.2m
The 2013 proposed activity level is significantly
down on the 2012 revised budget and the actual
achievement in 2012. The reduction in the budget
continues the trend of recent years and is in line with
the greater focus on those courses that offer a more
immediate prospect of gaining employment. The
expenditure budget is down significantly on last
year’s actual of €7.7m budget, in line with the
activity reductions.
€40.4m Proposed activity is up slightly on the 2012 levels
while the proposed expenditure budget for the year is
slightly down compared with the actual expenditure
of €41.7m in 2012.
€1.6m
Proposed activity is slightly above the 2012 levels
while the proposed expenditure budget for the year is
almost the same as the actual expenditure in 2012.
€0.138m Proposed activity is significantly down on the 8,000
days achieved in 2012. The proposed reductions on
this programme are for similar reasons as described
for the Bridging programme. The expenditure budget
is in line with the activity reduction.
€66.1m Proposed activity including sponsored training is
down circa 3.7% on that achieved in 2012. SST long
courses will account for 795,000 days and short
courses 258,000 days, reflecting an increased
emphasis on long courses compared with 2011 and
2012. The associated costs are budgeted at €51.1m
and €16.0m for long and short courses respectively.
€34.4m Proposed activity represents circa 8% increase on
that achieved in 2012. Total proposed expenditure
budget of €34.4m compares with an actual spend of
€32.8m in 2012.
€31.5m Proposed activity represents a small increase of circa
1.5% on the actual outturn of 2012. The proposed
expenditure budget is €31.5m and compares with
expenditure of €32.5m in 2012.
€1.055m Proposed activity is in line with the 2012 outturn.
The proposed expenditure budget is slightly down on
2012.
€52.1m Proposed activity is 2% greater than that achieved in
2012. Total expenditure is slightly less than the
expenditure of €52.3m in 2012.
€3.7m
Training days are about the same as that achieved in
2012. A further €0.5 is proposed for learning in
conjunction with the Library project with
corresponding days of 15,000. The total proposed
budget is up on the actual expenditure of €3.2m in
2012.
€5.9m
Proposed activity is down when compared with
261,000 days in 2012.The proposed budget for non-
Page 93
Redundant Apprentice
Placement Scheme
84,000
European Globalisation
Fund
FIT Initiative
European & Other
Initiatives
Momentum
fee paying clients on evening courses is down by
around 23% compared with actual expenditure in
2012 of €7.7m.
€4.9m
The Redundant Apprentice Programme has proved
very successful in facilitating redundant apprentices
in completing their apprenticeship. This work is to
continue in 2013 at lower activity levels. An
investment for the placement of 1,000 redundant
apprentices on their on-the-job placements in both
the private and public sector as appropriate is
planned. This is, as expected, significantly down on
last year.
€0.6m
A specific budget of has been allocated to provide for
EGF training grants and supports that are not already
provided in the normal training budget. It is
envisaged that the demand for this budget will come
primarily from EGF Talk-Talk clients but may also
provide for some element of costs associated with
potential additional applications, should they arise in
2013. There is always considerable uncertainty as to
the likely spend on all EGF related programmes and
this will have to be monitored.
€0.950m Budget is the same as in 2012.
€0.6m
The budget is in respect of Euro and Other Initiatives
relating to the apprentice mobility fund and Wider
Horizons funded through the IFI.
€20m
A preliminary activity budget of 500,000 days is
included for this programme. Initial projections are
that the full budget of €20m will not be fully spent in
2013. Expenditure will be monitored and proposals
developed depending on actual expenditure trends in
the first half of the year.
Table 6A: Training in Employment - Proposed Activity and Budget 2013 v 2012
Programme Type
Apprenticeship
STB Training and
Sectoral Initiatives
Activity
(days)
283,000
days
Budget
Narrative
€30.3m
Following the reduction in the Training in
Employment funding allocation, the apprenticeship
allocation for 2013 is down 8% on last year’s actual
cost of €32.9m. Proposed activity level is 12% lower
than the 323,000 days in 2012.
The overall apprenticeship budget also includes an
amount of €1.5m in respect of the student service
charge, curriculum development and assessment of
€1.3m, apprenticeship review of €0.7m and world
skills €0.1m
The budget for this programme is being discontinued. This continues the policy in recent years of
re-allocating resources to the unemployed from those
employed.
Screen Training Ireland has transferred to the
Department of Arts, Heritage and the Gaeltacht and
therefore, no budget is included in this plan.
€0.2m
Film & Television
Sector
Page 94
6.3 Training for Employment – Proposed Beneficiary Numbers
The estimate of circa 72,000+ places (inclusive of Momentum) for unemployed beneficiaries
for 2013 is down by around 3,000+ (4%) on the preliminary outturns for 2012 of
approximately 76,000 and 9,000+ or 11% down against 2012 estimates (primarily due to
reduced resources and resultant capacity limitations within the training centre network,
details of which are outlined in Section 1 of this Plan). However, there are a number of
positive trends to note. Firstly, the estimated beneficiaries across Specific Skills Training
(SST), Traineeship, On-line as well as community-based training such as CTCs, LTIs and
STPs have by and large been maintained.
There are a small number of exceptions namely, the Redundant Apprentice Placement
Scheme (RAPS) where estimates have been reduced. Estimates have been reduced for
Evening courses and to a lesser extent, the Libraries Project run in conjunction with the
Library Council of Ireland. Details are set out below in Table 7.
Table 7: Estimated Beneficiaries by Programme Type 2013 v 2012
Programme Type
SST Long
SST Short
Blended
Refresher
Total Specific Skills
Total Traineeship
Bridging
Return to Work
Wider Horizons
Redundant Apps
Total other full-time
CTCs
STPs
LTIs
Total Community
Evening
Libraries
Total part time
On-Line
Yet to be allocated 03/2012
Other EU Initiatives
Total excl. Momentum
Momentum
Total incl. Momentum
Target for
Beneficiaries
2013
10,000
6,324
1,618
48
17,990
4,976
2,248
71
123
1,000
3,442
3,562
3,301
4,595
11,458
15,642
790
16,432
12,000
66,298
6,500
72,798
Actual
Beneficiaries
2012
19,209204
5,234
2,292
229
218
2,250
4,989
3,907
3,581
5,328
12,816
21,599
21,599
11,935
Original Target for
Beneficiaries
2012
10,084
6,523
1,016
185
17,808
4,907
2,209
178
123
2,262
4,772
3,550
3,401
4,803
11,754
18,679
1,591
20,270
12,000
3,489
31
75,813
N/A
75,813
75,000
6,500
81,500
Note: Evening courses correct up to Nov 2012.
Please see Appendix 1 for details and examples of courses provided under full time, part time etc.
204
The breakdown of 2012 Actual Beneficiaries for Specific Skills Training is not yet available.
Page 95
With regard to RAPS, the cohort of eligible redundant apprentices, originally targeted by
FÁS, has reduced significantly due in no small part to the overall success of the scheme in
2011 and 2012. Approximately 2,300 and 1,800 redundant apprentices respectively, were
placed in companies. This has resulted in a much lower level of potential demand by both
employers and redundant apprentices which is reflected in the estimated RAPS activity for
2013, coming in at around 1,000 redundant apprentices.
With regard to Evening courses and the Libraries project, a planned reduction of circa 3,000
beneficiaries and 800 beneficiaries respectively is evident when comparing 2013 estimates
and 2012 estimates. However, a reduction of 6,000+ evening course beneficiaries is evident
when comparing 2013 estimates to actual 2012 outturns. This arises largely from a reduction
in the overall capacity of the training centre network to deliver the very high volumes of both
full time and part time courses provided in recent years. This is mainly due to staff reductions
and re-deployment of on-going diminishing resources to critical business areas such as
quality assurance and the monitoring of training.
Where the primary focus is on training for identified job opportunities, this will largely be
maintained, as will the level of community-based provision for some of the most vulnerable
individuals in our society, even though the 2013 budget and staffing allocated to FÁS will be
further reduced. In summary, while beneficiary numbers and activity days are down, FÁS
will continue to provide longer duration programmes such as SST, Traineeships and
community based provision. Further details are outlined above in Section 6.2.
Finally, this year there will be little or no capacity to generate significant additional activity
to that set out in Table 7 above. This became evident through the business planning process
given the evolving FET reform, the work necessary to ensure its implementation while at the
same time maintaining business continuity with on-going diminishing resources. The activity
set out above can be more broadly categorised as full-time, part-time, on-line and Momentum
as follows:
Figure 6: Estimated Beneficiaries by Category
60
50
40
30
2013
20
10
0
Full time
Part time
Programme Category
Full-time
Part-time
On-line
Momentum
On-line
Momentum
Estimated breakdown of Beneficiaries 2013
52%
23%
17%
8%
Note: Totals are rounded up.
Page 96
Full-time courses include SST Long, SST Short, Traineeship, Redundant Apprentice
Placement Scheme, Refresher Training, Bridging courses, Community Training, Wider
Horizons. Part-time courses include Evening courses and Libraries. On-line courses are
provided via e-College. Momentum is administered by the National Programmes and
Standards Unit in HO on behalf of DES.
6.4 Training for Employment by Cluster (Training Centre managed and eCollege)
Preliminary estimates regarding the allocation of around 66,000 beneficiaries via the training
centre network and eCollege are outlined in Figure 7 below:
Figure 7: Training Provision by Cluster (Training Centre managed
and eCollege)
18,000
16,000
14,000
12,000
10,000
8,000
6,000
4,000
2,000
0
Clusters
IT
Business Administration and Management
Skills Sampling/Supported Training
Personal Services
Manufacturing/Engineering
Built Environment
Financial Services
Transport and Logistics
Sales and Marketing
Natural Resources
FÁS PROVISION
Breakdown of Estimated Beneficiaries
17,000
14,500
11,500
8,000
5,000
4,500
3,000
1,000
1,000
625
Around 17,000 individuals (26%) will undertake training in the IT cluster provided by the
training centre network or by eCollege. Examples of courses within this cluster include Cisco
Certified Network Associate, Comptia A+, Games Design, Java Professional Developer, PC
maintenance, and software development with cloud computing and mobile technologies.
Page 97
The Business Administration and Management cluster205 represents around 14,500 (21%) of
estimated beneficiaries. Examples of courses include office administrator, legal/medical
administration, business administration, and supervisory management.
Around 11,500 (17%) will receive training in the Skills Sampling/Supported Training cluster.
This training is provided in CTCs, STPs and LTIs for individuals such as early schoolleavers, persons with a disability and others vulnerable individuals.
Training for around 8,000 individuals will take place in the Healthcare and other Personal
Services cluster representing approximately 12% of this provision. Examples of courses in
demand include early childhood care and education, enhanced homecare training, healthcare
assistant and hairdressing. There is strong demand for carers generally and care of the aged
and childcare more specifically.
Training for around 5,000 (8%) individuals will be provided in the
Manufacturing/Engineering cluster. Additional courses in MIG 206 and TIG207 and manual
metal arc welding will be offered to meet increased demand at home and abroad. Machine
tool operating, milling, turning and general engineering skills will also be offered in response
to increased demand across this sector. Life sciences manufacturing and pharmamanufacturing technologies are tailored specifically for the strategic industry clusters in Cork
and Galway.
Under the Built Environment cluster approximately 4,500 beneficiaries will receive training.
This represents approximately 7% of the estimated total beneficiary numbers for 2013.
Around one third of this training provision relates to renewable energy courses such as
micro-solar photovoltaic, intelligent building control systems, domestic solar hot water
systems, domestic biomass heating, and large scale wind turbine technician. Another one
third includes energy efficiency courses such as domestic gas installer (GID), oil-fired
appliances servicing, CAD courses and refresher training for unemployed craft workers. The
remainder includes the more traditional type of construction-related training such as
Construction Skills Certification Scheme (CSCS) and construction ground work skills.
Training for approximately 3,000 individuals (4%) will be provided in the Financial Services
cluster where the manual and computerised payroll and book-keeping courses continue to be
well regarded by both learners and employers. In addition, accounting technicians (1st year
and 2nd year) courses are also offered and are well subscribed. While it is anticipated that
there will continue to be job losses in retail banking in particular, job opportunities are also
anticipated in financial and business services.
Training for in excess of 1,000 individuals (2%) will be provided in the Sales and Marketing
cluster and includes courses such as customer service and sales (support centre), IT retail
sales and customer skills, sales representative and customer care. There are skills shortages of
205
There are two points to note. Firstly and for convenience purposes, this cluster also includes basic computer courses that
are not specific business/administration occupations. Such courses include pre-ECDL, ECDL, MOS, basic computer literacy.
Such courses are provided as an ‘enabler’, ‘digital literacy’ or ‘life’ skill for those wishing to train for occupations across a
range of business and industry sectors and where basic IT skills are deemed essential. Secondly, the supply of
secretarial/administrative staff is likely to be greater than the supply in the short-term at least. These occupations employ
almost 200,000 and demand for replacement workers is of the order of at least 4,000+ annually. Both
business/administration specific courses as well as the more generic IT courses have been identified as being in-demand by
DSP.
206
Metal Inert Gas welding using a consumable wire electrode.
207
Tungsten Inert Gas welding or Gas Tungsten Arc Welding (GTAW) using non-consummable tungsten electrode.
Page 98
medium magnitude for customer support staff for various sectors, including re-emergence of
contact centres, on-line marketing and sales, senior technical and specialist sales in business
to business capacity. Depending on the outcomes from these courses addition courses may be
run in lieu of existing courses or should additional resources become available.
Training for just over 1,000 individuals (2%) will be provided in the Transport, Distribution
and Logistics cluster. The most popular courses remain forklift truck operator novice as well
as forklift counterbalance and heavy goods vehicle driving, both rigid and artic. The Natural
Resources cluster representing just less than 1% of the total or around 600 individuals and
examples includes horticulture, organic horticulture, forestry operative and alternative farm
enterprise course.
6.5 Training for Employment by Cluster – Momentum Projects
The 87 successful projects and associated beneficiaries of up to 6,500 can be categorised
using the same cluster framework that applies to training centre managed provision and
eCollege. The clusters relating to Momentum are presented in Figure 8 below and broadly
reflect the trends evident in section 6.4 above.
Figure 8: Momentum Projects by Cluster - up to 6,500
beneficiaries
1800
1600
1400
1200
1000
800
600
400
200
0
Clusters
IT
Personal Services
Sales and Marketing
Skills Sampling/Supported Training
Natural Resources
Business Admin and Management
Built Environment
Financial Services
MOMENTUM PROJECTS
Beneficiaries (as per contracts to date)208
1,550
1,350
820
820
500
440
360
300
0
0
Note: Figures are rounded up.
208
The target for Momentum is 6,500 beneficiaries.
Page 99
More specifically, in the region of 1,500 individuals (24%) will receive education and
training in IT representing around one quarter of total Momentum beneficiaries. This cluster
includes courses such as the techelevate for web coders, .NET web developers, virtualisation
and cloud management and SharePoint management.
Momentum projects will provide 1,350 individuals with training and education in Healthcare
and other Personal Services representing around 22% of the total. Examples include
enhanced home care courses, certificate in healthcare for healthcare assistants and home care
workers; community & health services.
Around 800 individuals will receive education and training in Sales and Marketing
representing approximately 13% of the total and examples include diploma in marketing,
advertising, sales and PR, online marketing and digital strategy; e-Business and international
sales and marketing.
Supported Education and Training projects will be provided for over 800 individuals
representing approximately 13% of provision. Courses include supporting graduate
entrepreneurship, personal pathways to employment; train to work opportunities; train to
work options.
Natural Resources projects will represent 8% or circa 500 individuals including woodworks
for the forestry industry, food handlers and operatives and food process technician.
Projects for over 400 individuals will be provided in the Transport, Distribution and
Logistics, representing approximately 7% of the total. Examples include export & transport
manager; warehouse and logistics.
Projects for around 350 individuals will be provided in the Manufacturing/Engineering
representing approximately 6% of the total. The business process improvement course will
give participants with the skills around business process improvement initiatives especially in
Irish and multinational manufacturing companies to improve business performance, reduce
their waste/costs, improve productivity and ultimately increase competitiveness.
Business Administration and Management projects represent around 5% or 300 beneficiaries.
Examples include medical secretary diploma, inclusive education & training practitioner and
business studies.
The training relating to an estimated 72,000+ beneficiaries via Momentum, eCollege and
training centre managed provision can be aggregated using the cluster framework and is
compared with 2012 outturns as follows in Figure 9.
Page 100
Figure 9: 2013 Beneficiary Targets 2013 v Outturns 2012
25,000
20,000
15,000
10,000
5,000
2013 estimates
2012 Outturns
0
Clusters
IT
Business Administration and Management
Skills Sampling/Supported
Personal Services
Built Environment
Financial Services
Sales and Marketing
Natural Resources
Total
2013 Estimated
Beneficiaries
(including
Momentum)
18,550
14,800
12,320
9,350
5,360
4,500
3,000
1,440
1,820
1,125
72,000+
2012 Outturns209
(Beneficiaries)
11,486
19,240
11,353
11,656
5,661
6,865
5,508
2,232
1,151
661
75,813
In summary, there is a significant increase in IT provision as well as modest increases in
supported training and sales and marketing. There is a decrease across other clusters, due
primarily, to a combination of reduced job opportunities expected in these areas in 2013
together with a reduction in the provision of lower level generic training.
209
FÁS MIS December 2012.
Page 101
Appendix 1
Main Categories of FÁS Training
FÁS delivers an extensive range of training to a diverse range of clients including those
entering the labour market for the first time, job changers, persons wishing to up-date or
acquire new skills, those changing careers, persons with a disability and early school leavers
The following is an outline of programme types. Further details can be found at www.fas.ie.
Apprenticeship
An Apprenticeship takes four years to complete. It is an employer demand-driven alternance
educational and training programme for employed people aimed at developing the skills of
the apprentice to meet the needs of industry and the labour market. It is a modular standards
based system generally comprising of seven alternating phases of on-the-job and off-the-job
training and development. These alternating phases of training consist of three off-the-job
phases and four on-the-job phases. The duration of three off-the-job training phases does not
normally exceed 40 weeks. On successful completion of the Apprenticeship, apprentices
receive a FETAC Advanced Certificate - Craft (Major Award Level 6), recognised in Ireland
as well as other EU and non-EU countries. This nationally and internationally recognised
certificate is the requirement for craftsperson status. FÁS Apprenticeship applies to the
following crafts:
Agricultural Mechanics
Aircraft Mechanics
Brick and Stonelaying
Carpentry & Joinery
Construction Plant Fitting
Electrical
Electrical Instrumentation
Electronic Security Systems
Farrier
Floor & Wall Tiling
Heavy Vehicle Mechanics
Industrial Insulation
Instrumentation
Mechanical Automation and Maintenance Fitting
Metal Fabrication
Motor Mechanics
Painting & Decorating
Plastering
Plumbing
Print Media
Refrigeration & Air Conditioning
Sheet Metalworking
Tool making
Vehicle Body Repairs
Wood Manufacturing and Finishing
Page 102
Full-time Adult Day Courses
Day courses are designed to provide learners with a range of employability related skills and
formal vocational qualifications to facilitate those entering the labour market for the first time
and persons wishing to up-date or acquire new skills.
A: Specific Skills Training (Long) Courses typically take 6+ months to complete
and are designed to meet the needs of industry across a range of sectors and are fully
certified leading to a FETAC210Award on the National Framework of Qualifications
or certification from a recognised external accredited body. Examples of courses
include; Computer Applications and Office Skills (25 weeks), Retail Skills Health and
Beauty (37 weeks), Business Administration (40 weeks), IT Security Management (29
weeks), Business Process Improvement (20 weeks), Manual and Computerised
Payroll and Book-keeping (20 weeks), Life Sciences Manufacturing Operations (47
weeks).
B: Traineeships typically take from 4-9 months to complete and provide occupationspecific training and integrate formal training from FÁS and workplace coaching with
a host employer. All programmes are fully certified leading to FETAC Major
Awards, ranging from a Major Level 4 to a Major Level 6 on the National Framework
of Qualifications, or certification from a recognised external accredited body.
Examples include; Beauty Therapist (49 weeks), Outdoor Activity Instructor (45
weeks), Business Systems Service Technician (33 weeks), Office Administrator (50
weeks).
C: Short modular type courses are approximately 10 weeks in duration and were
introduced by FÁS to allow individuals to quickly upgrade their skills. The majority
of the programmes on offer are FETAC or externally certified. Examples of courses
include Kerb, Flag and Paviour Laying (6 weeks), Welding MMA Flat Horizontal (6
weeks), Domestic Solar Hot Water (5 weeks), Oil Fired Appliances Servicing (4
weeks), HGV (9 weeks), Information Technology Applications (10 weeks).
D. Blended learning courses can last up to 6 months and utilise the best mix of
classroom, lab, practical, on-line training and tutor support to suit the need of those
individuals who need a more flexible way to meet their training needs. Examples
include CAD 3D Parametric Modelling (10 weeks), Industrial AutomationElectrical/Electronic Control Systems (19 weeks), and Management Development (20
weeks), Manual and Computerised Payroll and Bookkeeping (15 weeks).
E: Refresher Training is aimed at unemployed craftworkers to refresh skills
developed in the past as part of their apprenticeship/workplace activity but which may
not have been practiced over time and now need refreshing. Examples of courses
include; Testing and Verification of Electrical Installations (3 weeks).
F: Wider Horizons is an IFI programme, supported by FÁS in the South and DEL in
the North, which aims to promote mutual understanding between the two traditions in
Northern Ireland, and the Republic of Ireland. The programme, which runs for an
210
National Qualifications Authority of Ireland (NQAI) and Irish Universities Quality Board (IUQB) have been amalgamated
Page 103
average period of 20 weeks, involves training and work experience both at home and
abroad. The programme aims to provide the trainee with the personal and practical
skills and experiences which will enable him/her to develop the skills, knowledge and
attitudes necessary to progress to further mainstream training and/or employment and
to achieve certification.
G: Construction Skills Certification Scheme/Quarrying Skills Certification
Scheme
The Construction Skills Certification Scheme (CSCS) and the Quarrying Skills
Certification Scheme (QSCS) provides for the training, assessment, certification and
registration of non-craft operatives within the construction and quarrying sectors.
Part Time courses
H: Part-time day courses include Executive Networking and Support programme (8
weeks), Multi-media Training (24 weeks), Microsoft Certified Associate, Windows
Server 2008 (37 weeks), Diploma in Advertising, Marketing, Sales and PR (19
weeks).
I: Part-time Evening courses of typically 30 hours duration over 10 weeks provide
short upskilling modules for both unemployed (primarily) and employed persons.
Examples of courses include Welding TIG, Interior Design, ECDL, CAD, Door
Security, Supervisory Management, and Start Your Own Business.
J: e-Learning at the Library - FÁS in partnership with the Library Council of
Ireland has devised a programme to make learning available to clients through their
local library. The aim of the programme is to upskill local persons in Digital
Competence and IT Skills.
K: On-Line learning courses typically take from 14-24 weeks to complete and cater
for individuals who are IT literate and who wish to work at their own pace and in their
own time and without a requirement for any additional supports. Learners can
register for on-line courses through www.ecollege.ie. Examples include; Comptia
Network+ 2012, Java Professional Developer SE7, Microsoft Excel, ECDL.
Community Training Provision
L: The Local Training Initiative programme (LTI) is a project-based training and
work experience programme carried out in the local community run by local
community groups. The programme is designed for people who are unemployed,
primarily those aged 18 – 35 years who are experiencing difficulty in gaining entry to
the labour market due to personal, social or geographic disadvantage. Literacy
difficulties are not a barrier to entry. Around 200 LTIs support many organisations
engaged in a wide range of initiatives including genealogy, environmental, heritage,
tourism, theatre, sports, and coaching. Some projects are targeted at specific groups in
society211. Training on Local Training Initiatives is certified and leads to recognised
awards on the National Framework of Qualifications at levels 3, 4 and 5. Examples
include the FAI/FÁS Soccer Programme in Castlebar, Abbeyfeale Radio Production
and Galway Family History (48 weeks).
211
Such as women, early school leavers, homeless people etc.
Page 104
M: Specialist Training Providers (STPs) FÁS contracts with 18 STPs country-wide
to deliver training programmes to people with disabilities. This client group requires
more intensive support than learners on mainline courses. The features of this
specialist vocational training include:
Additional training duration
Adapted equipment
Transport arrangements
Enhanced programme content
Enhanced trainer-learner ratio is available in non-specialist training provision. FÁS
also encourages all people with disabilities to avail of and participate in its broad
range of mainline training options. Examples include Artlink Sandymount (90
weeks), Skillbase Foundation Dublin North County Fingal (78 weeks), and
Vocational Multi-Skills Offaly County (73 weeks).
N: Community Training Centres (CTCs) are independent community-based
organisations funded by FÁS, catering for the training and employment needs of early
school leavers, primarily aged between 16 and 21. The training is certified leading to
recognised awards on the National Framework of Qualifications. There are 38
community training centres around the country. Examples of programmes offered
include Initial Vocational Skills training in Darndale Belcamp CTC (52 weeks),
Information and Communication Technologies in North Wall, including Database
Applications, Desktop Publishing, Digital Media and, in Athlone CTC, the Applied
Employment Skills programme provides training in catering, IT, art and design, tiling
and painting. All programmes offer personal and social skills development through
modules such as communications, personal effectiveness, teamwork, career planning
and literacy and numeracy support which are integrated with the vocational training
modules.
Page 105
Appendix 2
DSP Training Requirements
1. 24 locations nationally cited training needs
2. Of the 24 location, 8 locations also cited evening training requirements
3. Of the 24 locations, 3 locations (Ballyfermot, Sligo and Tallaght) also provided
overview of TESG training which has been incorporated into the data into the
analysis.
Training most often cited by DSP
Priority
Training
1
Security Guarding
2
SafePass
3
Occupational First Aid/Manual Handling (MH cited 3
times)
4
ECDL (including 7 Pre-ECDL citations)
5
Basic Computers /Intro to Computers/Level 3 Computers
6
Forklift/Warehouse Operative (majority forklift driver)
7
Driver (Van, HGV, CPC, Rigid)
8
Childcare
9
Healthcare
10
Accounts/Payroll/Finance
11
Customer Care/Retail sales/marketing (mostly CC)
12
Clerical/Office/Receptionist
13
Train the Trainer
14
Higher Level ICT (Cloud, Java, MCP, Web Design)
15
Beauty Therapy/Nail Technician/ITEC
16
Welding
17
Horticulture
18
Hairdressing
19
Start Your Own Business/Enterprise
20
Leisure, Outdoor, Fitness
21
Legal/Medical Secretary
22
Green (Wind turbine, Water harvesting)
23
Forestry/Chainsaw
24
CAD/Milling-Turning
25
GIS/GID/OFTEC
26
Skills Sampling/Career Directions
27
Project Management/Supervision
28
Life Sciences
29
Bus Admin/Mgt
30
Small Engine/Domestic Appliance Servicing
31
CSCS
32
Accounting Technician
33
Installer (Alarm, Digital TV)
34
Sales Service Fitter (motor)
35
Literacy/Numeracy
36
Barbering
Demand
High
High
High
High
High
High
High
High
High
High
High
High
High
High
Medium
Medium
Medium
Medium
Medium
Medium
Medium
Medium
Medium
Medium
Low
Low
Low
Low
Low
Low
Low
Low
Low
Low
Low
Low
Page 106
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
Game Meat handling
Para-medics
Bar/Cullinary Skills (formerly Fáilte Irl)
Jobs Club
Digital Marketing
Interior Design
Certified SAGE user
Sound Engineer
Construction
Kerb laying
Paving
Concreting
Groundwork
Supply Chain Logistics
Tourism/Heritage (Killarney Tourism)
Football Coach Kerry GAA
Access to Off-shore Oil and Gas Rigs
Low
Low
Low
Low
Low
Low
Low
Low
Low
Low
Low
Low
Low
Low
Low
Low
Low
Page 107
DSP Training requirements grouped by Career Training Cluster
Cluster
Courses
Business and
ECDL and Basic Computers, Clerical/Office/Receptionist,
Admin
Train the Trainer
Legal/Medical Secretary
Start Your Own Business/Enterprise
Bus Admin/Mgt
Project management
Supported
Skills Sampling/Jobs Club
Training
Literacy/Numeracy
IT
Higher Level ICT (Cloud, Java, MCP, Web Design)
Health, Care,
Security guarding
Other Personal Occupational First Aid/Manual Handling
Services
Childcare
Healthcare
Beauty Therapy/Nail Technician/ITEC
Hairdressing
Leisure, Outdoor, Fitness
Barbering
Para-medics
Interior design
Football Coach Kerry GAA
Built
SafePass and CSCS
Environment
Kerb Laying and Paving
Concreting
Groundwork
Construction
Manufacturing
Welding
Engineering
Access to Off-shore Oil and Gas Rigs
Sound Engineer
Sales Service Fitter (motor)
Installer (Alarm, Digital TV)
Small Engine/Domestic Appliance Servicing
GIS/GID/OFTEC
CAD/Milling-Turning
Green (Wind turbine, Water harvesting)
Life Sciences
Game Meat handling
Sales/Marketing Digital Marketing
Customer Care/Retail sales/marketing (mostly CC)
Finance/Fin
Accounts/Payroll/Finance
Services
SAGE certified user
Accounting technician
Transport
Forklift/Warehouse Operative (majority forklift driver)
Distribution,
Driver
Logistics
Natural
Forestry/Chainsaw
Resources
Horticulture
Tourism
Tourism/Heritage (Killarney Tourism)
Bar/Culinary Skills (formerly Fáilte Irl)
Page 108
Appendix 3
Overarching Planning Guidelines and Parameters
The following overarching guidelines and parameters were approved by the Board of FÁS to
inform the key priorities of each training centre and HO unit business plan subject to any
amended/new DES/DSP priorities that may arise.
1. DSP notify FÁS of the priority cohort(s) for FÁS training for 2013, having first been
endorsed by DES. In 2013, DSP will determine priority cohorts for referral to FÁS
training programmes in the context of an increasing emphasis on long term
unemployed.
2. Each local TC Plan must include details of how their courses meet the skill needs of
priority cohorts identified by DSP in the context of agreed corporate FÁS policy and
parameters around FÁS training for 2013. Please see Appendix 2 for details of training
identified by DSP.
3. Corporate parameters issued by FÁS to local management included no SafePass courses
or Jobs-club type courses212 to be provided in 2013.
4. In addition, the volume of the following low-skills provision is to be reduced in 2013:
a. Security/Door Security training
b. ECDL
c. Lower level ICT training (at FETAC Level 3)
d. Forklift training.
5. There is no special arrangement in place for a separate Business Plan for FÁS training
centres that are planned to be amalgamated into ETBs in 2013.
6. Where appropriate, local FÁS management consult with their relevant VEC
counterparts with regard to their 2013 business plan most particularly between FÁS
training centres transferring in 2013 and the relevant receiving ETB(s).
7. The relevant senior representatives within DSP and the VECs were also consulted
throughout the planning exercise.
8. Apprenticeship will continue to be led, managed and administered by FÁS unless
otherwise directed by DES.
9. Apprenticeship is subject to a separate business planning process. However, planned
apprenticeship activity/budget etc. for 2013 has been incorporated into the FÁS Service
Plan for Training 2013.
10. Details of how courses are clearly focused on providing skills for job vacancies for
which there is established demand in the employment market (local and national) was
also set out in each training centre plan as well as agreed target outcomes for
progression to employment, education and training by programme type e.g. SST, CTC
etc.
212
The volume of jobs-club type provision was subsequently increased following further discussions with DSP.
Page 109
Appendix 4
Action Plan for Jobs 2012
The Irish Government published the Action Plan for Jobs in February 2012. The Plan, which
contained actions to be implemented in 2012 by all 15 Government Departments as well as
36 State agencies, will improve the operating environment and supports for job-creating
businesses, and remove barriers to employment-creation across the economy. Some of the
significant Department of Education and Skills actions in the 2012 plan included:
A new Labour Market Education and Training Fund. This €20 million fund will be
specifically targeted at the long-term unemployed and will deliver upward of 6,500 places
in 2013
Prioritise places, including in the further education and training sector, specifically for
those on the Live Register for 12 months or more
Issue a new call under the Springboard programme for higher education courses that are
aligned with areas of future skills needs and targeted at the unemployed
Rollout of up to 750 places on a number of new fully funded graduate ICT skills
conversion programmes across the country was announced
A specific training initiative for managers in SMEs.
Action Plan for Jobs 2013
The Action Plan 2013, which contains 333 actions to be implemented in 2013 by 16
Government Departments and 46 agencies, will build on progress made in 2012 and continue
to improve supports for job-creating businesses and remove the barriers to employmentcreation across the economy. These actions are additional to the 249 actions already
implemented under Action Plan 2012.
In a major departure from the 2012 plan, Action Plan 2013 contains seven headline highimpact measures, implemented in partnership with senior industry figures and selected
because of their potential to have a significant effect on job-creation:
JobsPlus – over two years the State will pay €1 of every €4 it costs an employer to
recruit a long-term unemployed person off the Live Register
ICT Skills – provide an additional 2,000 ICT graduate level professionals in 2013,
and by 2018 lead Europe in terms of ICT graduates as a percentage of all third level
graduates
Energy Efficiency – the Government will create a €70million Energy Efficiency Fund
to support 20 major projects in 2013 and ultimately create 5,000 jobs
Trading Online – get 2,000 more small businesses trading online in 2013 and 2014,
with the creation of 3,200 jobs
Business Licences – create a single licensing application system for up to 25 licences
in the retail sector, saving retailers over €20million per annum
Big Data – make Ireland one of the leading countries in Europe for Big Data, a sector
growing by up to 40% per annum
Health Innovation Hub – Government will establish a world-renowned centre to
establish Ireland as a leading location for start-up and growing medtech and
healthcare companies.
Page 110
Appendix 5
FÁS training centre transfers to ETBs
ETB
City of Dublin
City of Cork and Co. Cork
Co. Dublin and Dun Laoghaire
City of Limerick, Co. Limerick and Co. Clare
Co. Donegal
Co. Kerry
Co. Tipperary North and South
City of Waterford, Co. Waterford and Co.
Wexford
City of Galway, Co. Galway and Co.
Roscommon
Co. Mayo, Co. Sligo and Co. Leitrim
Co. Cavan and Co. Monaghan
Co. Louth and Co. Meath
Co. Longford and Co. Westmeath
Co. Laois and Co. Offaly
Co. Kildare and Co. Wicklow
Co. Kilkenny and Co. Carlow
FÁS Training Centres planned to be merged
into the relevant ETB
Ballyfermot, Finglas
Cork
Baldoyle, Loughlinstown, Tallaght
Limerick (Raheen), Shannon
Letterkenny, Gweedore
Tralee
Waterford, Wexford
Galway
Ballina, Sligo
Dundalk
Athlone
Mount Lucas
-
Page 111
Appendix 6
Interim SOLAS Arrangements
SOLAS Functions
Policy & Strategy
Area
SOLAS will contribute significantly to the development of further
education and training policy. Specifically it will lead the
preparation and evolution of a strategy for the sector in
conjunction with its stakeholders. This will include policy in
respect of FET funding.
Research & Planning
Collection and collation of relevant labour market, employer,
learner data and information. Analysis and insight of same at
both national and regional level. Dissemination of resulting
knowledge at both macro and operational level. Preparation and
support of corporate planning in conjunction with stakeholders,
including liaison with employers, industry and civil society
organisations.
Programme
Development
Complementary role to ETBs in the development of appropriate
further education and training programmes and curricula.
Development of specialised /technical programmes as required.
Employer and stakeholder liaison.
Outsourced Further
Education & Training
Provision
National Programmes
Support role to ETBs in sourcing further education and training
interventions from the private, public and not for profit sector.
ETB Liaison
This function will work in conjunction with ETBs in the
preparation and implementation of their annual education and
training plans for FET.
Corporate Services
HR / Finance / ICT / Secretariat / Internal Audit / Facilities
Management etc. This function will also have responsibility for
managing FET funding and performance evaluation and review.
Intreo Liaison
Liaison with Intreo.
Apprenticeship
Administration
Management and coordination of apprenticeship – currently the
subject of a review by the DES.
Communications
All external and internal communications.
Development and implementation of certain programmes at
national level where particular circumstances pertain. Currently
the new Labour Market Education and Training Fund is an
example. A further example is eCollege which is operated at
national level now but could, in time, be devolved to ETBs with
SOLAS providing a support role.
Page 112
Appendix 7
Examples of Skills Shortages
Shortage Area
Software developers
IT network and security experts
IT support
Marketing experts
Technical sales representatives
Customer support staff
Engineering technicians
Accountants
Compliance experts
Insurance specialists
Butcher
Toolmakers
Supply chain specialists
Clerks
Elementary occupations
Details
Database architecture, maintenance
and operations (e.g. SQL, TransactSQL, Oracle etc.)
Java related applications (e.g. .Net,
C#, Summit, UX/UI etc.)
Open source applications (e.g.
Linux, Flash/Flex, Ruby on Rails)
Online applications (e.g. PHP,
CSS, HTML, Interactive visual,
MS Sharepoint etc.)
Mobile applications for iphone and
android technology (e.g. HTML 5,
Objective C, J2ME etc.)
Cloud computing
Linux/Unix for gaming
technologies
Internet security, Network security
Sector specific IT security
solutions (e.g. financial sector)
Online support
Technical user support
Testing
Troubleshooting
On-line marketing and sales
(various sectors)
Multilingual
B2B (Business to Business)
Various sectors (IT,
telecommunications, gaming,
FMCG (Fast Moving Consumer
Goods)
Multilingual
Multilingual (European languages)
for various sectors (e.g. ICT sector,
on-line commerce etc.)
Instrumentation Control
Sectors: machinery, equipment and
medical devices
Corporate solvency
Financial restructuring
Regulation (e.g. Basel II and III)
Underwriting
Claims handling
Meat cutters and de-boners (food
manufacturing sector)
High tech manufacturing
International supply chain
management
Languages
Niche areas (credit control,
accounts payable)
Multilingual
Cleaners
Kitchen assistants
Tentative Magnitude
Medium to high
Medium to high
Medium
Low
Low to medium
Low to medium
Low
Low
Low
Low
Low to medium
Low
Low
Low
Low
Page 113
Appendix 8
Job Opportunities 2013 & FÁS Programmes
Cluster
1: Information
technology
Job Opportunities
- In 2012, the IT sector continued to be one of
the key drivers of the increase in services
exports
- Employment in IT occupations continues to
grow despite the recession (adding 7,600 net
jobs over the period 2007-2011)
- In 2011, vacancies in IT-related occupations
accounted for over 40% of all advertised
vacancies at professional level
- Strong growth is driven, among other
factors, by companies’ reliance on ICT to
cut costs (e.g. advanced analytics
CSM/CRM) and the rise of cloud computing
(e.g. cloud brokerage and expanded delivery
models, IaaS, PaaS, SaaS and BPaaS)
- Strong demand is illustrated by recent job
announcements in:
o Cloud computing - spanning various
areas including gaming, healthcare,
supply chain management (SAP, Big
Fish Games, iMosphere, iTrack Global,
SourceDogg.com, Workday)
o Network security (e.g. Total Defence,
Sysnet Global Solutions)
o Localisation and testing (e.g. Culture
Translate)
o Telecommunications (e.g. Huawei)
o Research & Development (e.g. Hewlett
Examples of current courses
ECDL
Microsoft Office Specialist
Advanced Web Design
Digital Imaging
Digital Media
Computer Maintenance and
Networks
Software Developer
Cisco Networks
Comptia Security
Comptia Networks
IT Su port Specialist
Cisco Certified Networks Associate
Windows 7 Support Technician
Mobile Technologies – Android
MySQL & PHP
MySQL Associate
C++
Java Associate Developer
Microsoft Certified IT Professional
Train the IT Trainer
IT Technology Sales and Customer
Care
Software Tester
Comptia A+
Page 114
Examples of new FÁS courses
Mobile Technologies – Android
Oracle Database Administration
Rich Media Communications using Adobe Flash
Microsoft.NET Framework
Video Communications Using adobe premiere
Changing Career to the IT Sector (Software
Development, Intro to Networking, Intro to
Database)
Rich Media Communications using Adobe Flash
(animation software)
Comptia Network +
Comptia Security +
Microsoft Certified Solution Developer
Microsoft Technology Specialist
Packard, Cisco - virtualisation)
- Companies continue to source ICT skills
from abroad: 400 new employment permits
and green cards were issued to non-EEA IT
programmers in 2011
- Skill shortages have been identified in the
following areas of ICT:
o Sophisticated database architecture,
maintenance and operations (e.g. SQL,
Transact-SQL, Oracle)
o Java-related applications (including .Net,
C#, C++, Summit, UX/UI)
o Open source applications (e.g. Linux,
Flash/Flex, Ruby on Rails)
o Online applications (e.g. PHP, CSS,
HTML,
Interactive
visual,
MS
Sharepoint)
o Mobile app development (also with
HTML 5, Objective C, J2ME) for
iPhone and android platforms
o Cloud computing related skills
o Linux/Unix for gaming technologies
o IT security: internet security and
network security models and solutions
for the financial sector
o IT online support, technical user support,
IT testing and troubleshooting.
- Frequently, shortages arise for persons with
more than one of the above skills (e.g.
expertise in Java and migration of
CSM/CRM applications to web based or
cloud computing architecture and software
as a service (SaaS) applications).
Page 115
Cluster
2. Transportation,
distribution and
logistics
Job Opportunities
Expertise in international supply chain
management combined with relevant business
activities, including the management of
customer relations in an international context,
will be needed in order to support growth in
international trade, including expansion into
new markets.
Examples of current courses
Forklift Driving
Best Practice procurement
Heavy Good Vehicle Driving
(HGV)
Logistics and Distribution
A number of courses in this cluster
were redeveloped in 2012 to meet newly published
FETAC awards.
Cluster
3: Sales and
marketing
Job Opportunities
- An analysis of vacancy data and job
announcements in 2011 shows an increasing
demand for sales and marketing executives
- Shortages of the following sales and
customer service support skills have been
identified:
o contact centre roles for candidates fluent
(mostly at native proficiency level) in
one or more European languages (e.g.
German, Italian, French and Nordic); the
demand was often for language skills
combined with relevant product
knowledge
o online marketing and sales roles (across
a variety of sectors, e.g. IT, gaming)
o senior technical and specialised sales
representatives, often in a business-tobusiness (B2B) capacity (e.g. IT,
telecommunications, gaming, FMCG )
- The strong demand for sales and customer
support skills is illustrated in job
announcements by IDA client companies
and in the media (e.g. Paypal, Eishtec, HCL
Example of Existing Courses
Technology Sales and Customer
Care
Professional Selling
Retails Sales
Retail Skills
Marketing
Advanced Certificate in Retail
Management
Contact Centre Agent
IT Sales
Page 116
Technologies, etc.)
- The demand is expected to grow as:
o Ireland’s manufacturing companies seek
to increase their share of European and
emerging markets, particularly in
commodities such as processed foods
o ICT continues to impact on the skills
required in marketing and sales: sales
executives are increasingly expected to
have an expertise in research, datamining and relevant product knowledge.
Cluster
4: Health, Care,
Social and Other
Personal Services
Job Opportunities
- The demographic structure of the
population, combined with the changing
gender
composition
of
healthcare
occupations and the difficult economic
situation, is creating an ever increasing
demand for skilled personnel in the health,
care and social services areas
- There is a shortage of healthcare
professionals, particularly doctors, specialist
nurses and certain therapists
- There is a strong demand for carers
generally, particularly in the area of older
people care; the demand is expected to
continue to grow due to demographic
changes including longer life expectancy
and an ageing of the population; the demand
for carers is also illustrated in recent job
announcements (e.g. Comfort Keepers,
Nursing Homes Ireland), although a share of
Examples of Existing Courses
Early Childcare and Education
Healthcare Assistant
Security Guard
Hairdressing
FETAC awards. Development work, where
appropriate, will continue in 2013.
Surf Instructor
Event Management & Security
Festival Management & Sound Production
Page 117
the advertised positions is arising due to the
outsourcing of services previously delivered
by the HSE.
Cluster
Job Opportunities
5: Built
environment
- With residential output at the historically
low level of fewer than 10,000 new housing
units per annum and civil engineering
adversely affected by the delays and
cancellations of major capital projects,
construction remains one of the weakest
sectors in the economy
- Job opportunities are likely to be confined
to construction projects in:
o social infrastructure (e.g. new schools),
o energy (e.g. repair and maintenance of
traditional
energy
infrastructure,
development and maintenance of
renewables infrastructure (e.g. wind,
tidal) and energy conservation (e.g.
passive housing, use of mechanical
ventilation and heat recovery systems,
use of sustainable sources of heat and
energy such as solar tubes, photovoltaic
and geothermal heating)
o commercial building required to
facilitate the expansion of other sectors,
primarily IT and pharmaceuticals (e.g.
Amgen, Eli Lily, Microsoft, HP, etc.).
- Recent job announcements were in the
renewable energy sector (Wind Energy
Direct), manufacturing (Intel’s new factory)
Traditional
Basic Construction Skills
Paving and Kerb Laying
Construction Operative
Courses under Construction Skills
Certification Scheme (CSCS)
Quarrying Skills Construction
Scheme (QSCS)
Heritage
Traditional Stonewall Building
Renewable and Energy Efficiency
Reducing Home Energy Costs
Oil Fired Appliances Servicing
Gas Installation Domestic
Domestic Solar Hot Water Systems
Passive House Building Envelope
Passive House Construction
Mechanical Systems
Overhead Line Worker
Page 118
Domestic Thermal Insulation
Intelligent Building Control Systems
Small Scale Wind Systems Implementation
Micro Solar Photo Voltaic Systems
Implementation
Large-scale Wind Turbine Technician
and services (M7 motorway service
facilities)
- Driven by national legislation and EU
legislation and relevant policy targets,
sourcing energy from renewable sources
will rise in importance; although not a large
sector in terms employment at present, some
job opportunities are likely to arise in the
areas of wind (on and off-shore) and tidal
over the next few years.
Cluster
Job Opportunities
Examples of existing courses
6: Financial
services
- Despite the announced job losses (e.g.
Ulster Bank, TSB, EBS, AIB, etc.), demand
remains strong for:
o professionals in credit and risk
management (e.g. risk analysts, credit
specialists, actuaries)
o compliance experts (financial services
regulation and compliance with Basel
Accords, especially BASEL II and III)
o accountants with experience in corporate
solvency and financial restructuring
o specialists in insurance business
(underwriting and claims handling)
o business professionals and associate
professionals with sophisticated business
skills mixes (e.g. IT know-how and
communication systems expertise in
applications such as SAP, ORACLE and
other Enterprise Resource Planning
(ERP) systems)
Accounting Technician
ACCA Levels 1-8
Financial Advisor Assistant
Computerised Accounts and Payroll
Insurance Broking Official
SAGE Accounts and Payroll
FETAC awards. Development work, where
appropriate, will continue in 2013.
Page 119
o financial managers (e.g. client
relationship managers in investment
banking).
- Job opportunities for financial clerks have
been identified in the following areas:
accounts payable/receivable, payroll,
multilingual credit control, fund accounting,
claims administration, shareholder services,
settlements
- The demand for high level financial skills,
particularly in the area of risk and
compliance, is expected to be driven by the
continued restructuring and reform of the
banking sector, with some expansion also
expected in international financial services
(as evidenced in the IDA job
announcements for 2011).
Cluster
7: Business
administration and
management
Job Opportunities
- Job opportunities for clerks are expected to
arise from replacement demand (retirements
and other exits), while some expansion is
expected as administrative roles will be
needed to support expanding sectors (e.g.
IT, finance, pharma etc.)
- Vacancies are most frequent for financial
clerks, receptionists, personal assistants, and
logistics clerks (freight, co-ordination and
documentation)
Receptionist Skills
Office Administration
Office Administrator
Computerised Payroll and
Accounts
Legal Secretary Traineeship
SME Management Skills
Business Administration and
Management
Supervisory Management Skills
Page 120
KEY:
New FÁS course Introduced (I), course
being piloted (P), pilot approved (PA), course in
development (ID), ITN underway (A)
Project Management - Prince 2
Project Management - Certified Associate
(PMBOK)
- While there are currently no shortages of
administrative and secretarial skills in
general, there are indications that some
multilingual roles in niche areas (e.g. credit
control, accounts payable, specialist roles in
supply chain operations) are proving
difficult to fill.
Cluster
8: Manufacturing/
Engineering
Job Opportunities
- The demand for “super-operatives” is
expected to increase as most manufacturers
implement technologies and business
processes to increase productivity and
preserve their competitive positions. This
will create job opportunities for persons
with the following skills:
o quality control
o testing
o automated processes management
o basic programming of computer
numerically controlled machinery
o technical knowledge of PLCs and other
technologies.
- The strong performance of multi-national
manufacturing companies (e.g. in the
medical devices and pharma sectors) is
positively impacting on demand for toolmakers and fitters; this is illustrated by a
recent rise in apprenticeship intake
KEY:
O Access to Offshore (Oil and Gas) - Safety
Electrical Testing and Verification
Welding
Machine Tool Operating
Computer Aided Engineering
Advanced Welding
Wood Machining
Pilot National Butchery Academy
Butchery Skills
Manufacturing Operative –
Medical Devices
Aircraft Maintenance Technician
Aircraft Sheet Metal Work
Textile Floor Covering
Parametric CAD 3D Architectural
Modelling course
Page 121
- The demand for engineering skills is
illustrated in recent job announcements
which span the following areas: electronics
(particularly
in
semi-conductor
manufacturing (e.g. ZMDI, M/A-Com);
medical devices (e.g. Cook Medical),
pharmaceuticals (e.g. Mylan, Abbott,
Amgen)), and energy (e.g. Cylon Active
Energy, IMERC, Ocean Energy and West
Cork Renewable Energy Centre).
- During 2011, de-boners and trimmers
continued to be sourced from outside the
EEA, with 40 new employment permits
issued to non-EEA nationals; however, the
pilot training programme in butchery skills,
developed by FÁS and the National
Butchery Academy, should help address the
shortage in the short-to-medium term.
Cluster
9: Natural
Resources
Job Opportunities
See section 5.10
Forestry Operative Traineeship
Organic Horticulture
Page 122
KEY:
Cluster
Job Opportunities
Existing Community-based
Provision
10 Skills
sampling/Supported
training
There will be a focus in 2013 to develop more
market-led programmes within STP and LTI
community-based training provision to enable
learners to compete for relevant job
opportunities as outlined in the Job
Opportunities column relating to each of the
clusters above. In addition, learners will be
enabled to meet the pre-requirements for a
range of higher level technical courses
commensurate with their career and
employment aspirations and capabilities
Sampling options and integrated
vocational training with high
support provided on communitybased courses. Generic transferable
skills as well as a range of personal
skills relevant to employment are
integrated with vocational skills; Eg
Sports and Leisure
Sports and Recreation
ICT
Office and Business Administration
Personal & Health Care
Hairdressing
Beauty Therapy
Crafts
Catering
Woodwork
Horticulture
Metal work
Team working
Communications
Literacy
Numeracy
Page 123
KEY:
New FÁS community-based Provision
introduced (I) In-development (ID)
In 2013 the development of training programmes
for learners in community training will continue
with particular emphasis on extending the range
of modules available at FETAC levels 3, 4 and 5.
A wider range of vocational modules is required
to match the individual aptitude, interest and
employment aspirations identified in Individual
Learning Plans (ILPs).
This approach provides increased progression
pathways by providing more opportunities for
learners to achieve a major award.
Appendix 9
Cluster framework by type and family
Cluster Type 
Family 1
Family 2
Family 3
Family 4
Family 5
Family 6
1. Information
Technology 
Networks
Software
development
Support and services
Web and Digital
Film and TV
Other
2. Transport, distribution
and logistics 
Transportation
operations
Logistics, planning,
management.
Facility and mobile
equipment
Health, safety,
environmental.
management
Back office support
Other
3. Sales/marketing 
Professional Sales
Marketing
Management
Marketing and
communications
Merchandising and
Promotion
Other
4. Health/family/human
needs 
Childcare
Family and
Community services
Personal Care Services
Care for the Elderly
Other
5. Built environment 
Design and preconstruction
Construction
Operations/maintenance
Other
6. Financial services 
Securities and
investments
Business finance
Insurance claims
Accounting
Customer service
Other
7. Business
administration and
management 
Administration
Support
General & operations
management
Business information
management
Business finance
Insurance
Other
8. Manufacturing 
Production
Production process
development
Maintenance
installation and repair
QA
Logistics and
inventory control
Other
Page 124
Appendix 9
Cluster framework by type and family
Cluster Type 
Family 1
Family 2
Family 3
Family 4
Family 5
Family 6
9. Natural Resources 
Food products and
processing systems
Environmental
services system
Equipment/Servicing/In
stallation/IT
Sustainability Skills
Renewable Energy
Other
10 Sampling/Supported
Training Cluster 
Sampling options
and high supported
training provided on
community-based
courses pertaining to
basic vocational and
generic transferable
skills as well as a
range of personal
skills relevant to
employment.
Example 3
Cluster 8.
Manufacturing
Family 1
Production
Sampling Options
Woodworking,
Metal work
Example 4
Cluster 7.
Business
administration and
management
Family 1
Admin Support
Sampling Options
Basic Computer
Skills
Example 1
Cluster 4
Health/family/human
needs
Family 4
Personal Care
Services
Sampling Options
Hairdressing, Beauty
Therapy
Example 2
Cluster 9
Natural Resources
Family 1
Food products and
Processing system
Sampling Options
Horticulture
Page 125

Service Plan for FÁS Training Provision 2013

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