ReportCompetence Framework_DEF_19.06.2018

The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein. [Project Number: 2017-1-SK01-KA204-035385] Provision must have a strong focus on supporting transitions to employment. Specifically, this means that: a) Training should be in workplace, rather than in classroom; b) It should reflect local labour market needs. Where they exist, Local Enterprise Partnerships, Employment and Skills Boards should have a role. Local Chambers of Commerce should be contacted to qualify these local needs; c) Employers should play a role in the design and delivery of trainings; d) Key employability skills should be included into transition to employment trainings – including time management, building confidence, addressing literacy and numeracy needs; e) In particular, training should be used as a stepping stone to an apprenticeship; f) They also advocate for the use of “payment by results” to ensure that providers are rewarded for achieving key outcomes. Finally, trainings should as far as possible be small in scale: a) they should be designed locally; b) time spent on training should be limited – they recommend that the length of intervention is considered alongside the risks of participants being “locked in” to provision. List of academic studies on career guidance for low skilled adults: • Barnes, Sally-Anne (2016) “Learning and career transitions of low-qualified adults in Europe” This article – inaccessible for free – confirms the need to differentiate policy support for various target groups/ contextualized career guidance and taking into account the multiple factors affecting individual trajectories. To do so, methodologies must allow the integration into the guidance of “the broad social economic factors that impact individuals career trajectories”. • Weber, Peter (2016) “How low-qualified adults enact their career – findings from a narrative study in Germany” This article – inaccessible for free – discuss the implication for career guidance of the variation of inner resource and external constraints influencing individual career trajectories. • Bimrose, Jenny (2015) “Low qualified and low skilled: the need for context sensitive careers support” “Findings indicate that career support services for these individuals must be based on context-sensitive frameworks for practice, which integrate knowledge and understanding of the broad social and economic factors that impact their career trajectories.”