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FRAME: Skills for the Future Supporting the development of comprehensive strategic visions for HRD in the countries of the EU enlargement region Pristina, 17 th December 2013 Susanne M. Nielsen, ETF International Expert. Rationale . “If one does not know to which port

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Presentation Transcript
slide1

FRAME: Skills for the Future

Supporting the development of comprehensive strategic visions for HRD in the countries of the EU enlargement region

Pristina, 17th December 2013

Susanne M. Nielsen, ETF International Expert

rationale
Rationale

“If one does not know

to which port

one is sailing

no wind is favourable”

Seneca, ca. 4 AD –65

slide3

Focus of presentation

ETF FRAME Project – background and context

IPA II Sector Approach

Foresight Workshops

Foresight planning process

Key concepts

slide4

ETF FRAME project

Background:

  • Request from DG Enlargement
  • New IPA II programme – sector approach
  • EUROPE 2020 and SEE Strategy

Focus:

  • Education, employment, social inclusion
  • Coordination and cooperation:
  • Prime Ministers Office in Kosovo
ipa ii sector wide approach
IPA II sector wide approach
  • A process aimed at the development of coherent sector policies and strategies.
  • A way of working together between government, donors and other key stakeholders within a sector.
  • A practical approach to planning & management, which strengthens linkages between the sector policy, budget, activities and results.
background for ipa ii sector approach
Background for IPA II sector approach
  • Concentration – foster a more strategic use of IPA funds
  • Integration – combine different types of actions
  • Optimisation – have the most effective use of IPA resources
  • Capitalisation – build upon existing capacities and lessons learned
sector assessment criteria
Sector assessment criteria
  • A clear nationally owned sector policy and strategy
  • A medium-term expenditure programme that reflects the sector strategy
  • Systematic arrangements for programming the resources that support the sector
  • A performance monitoring system that measures progress and strengthens accountability
sector assessment criteria1
Sector assessment criteria
  • Broad consultation mechanisms that involve all significant stakeholders
  • A formalised government-led process for aid co-ordination and dialogue at the sector level
  • An agreed process for moving towards harmonized systems for reporting, budgeting, financial management and procurement
slide9

FRAME interlinked components

Foresight: What skills are needed for 2020 and how will they be generated ?“Kosovo Skills Vision 2020” – short document with a vision, priorities and a road-map.

Review of Institutional Arrangements: Do key institutions have the capacity to deliver the measures ?A prioritized capacity development plan for institutions in charge of HRD.

slide10

FRAME interlinked components

Monitoring: What indicators to monitor progress for the Skills Vision 2020 ?A tool for the assessment of implementation progress of the Skills Vision 2020.

Regional: How can countries create synergies in HRD and learn from each other?Regional cooperation and mutual learning enhanced, in line with SEE Strategy 2020.

skills at the centre
SKILLS at the centre

Skills are one of the key elements contributing to the prosperity of national and the better lives of individuals

For individuals:

  • Skills mean employability and social mobility

For society

  • Skills represent a major component of its productivity, competiveness and innovation

A mismatch between skills demand and supply has high economic and social costs and results from and contributes to structural unemployment

foresight
Foresight

A change management tool that helps leaders and those responsible for change to:

  • Clarify the challenges they face
  • Elaborate a hopeful vision of what can be achieved
  • Prioritize the actions required
  • Understand the kind of coordination and cooperation is needed to succeed
from vision to measures
From Visionto measures

The Skills Vision 2020: ambitious, shared by stakeholders, inspiring to take joint actions to move towards the desired state

  • How will things be different once we get there ?
  • How will we measure success ?
  • What challenges do we face in achieving our goals ?
  • What joint measures do we need ?
slide18

What is a VISION ?

  • Main elements:
  • A desired state of affairs in the future
  • Vision statement: Short qualitative, easy to understand
  • In the context of FRAME, it is where Kosovo should be in 2020 in relation to its human capital
slide19

What is a PRIORITY ?

  • Main elements:
  • Formulated in the form of objectives to be achieved by 2020
  • Objectives should be SMART – specific, measurable, achievable, realistic and time-related
  • In the context of FRAME focussing on cross-cutting aspects of employment, education and economic growth.
slide20

What is a MEASURE ?

  • Main elements:
  • Descriptions of what should be achieved by 2020 for each priority in concrete terms on:
  • Main activities
  • Results
  • Responsible actors
  • Costs
  • Monitoring (indicator, baseline and target)
  • In the context of FRAME the measures constitute the Roadmap
slide23

Group work instructions

Division of participants into groups with the representation of

Education

Employment

Business development

slide24

Group work instructions

  • Each group is kindly asked to:
  • Discuss Question A and Question B
  • Prepare presentation of the agreed answers and conclusions
  • Time for group work: 14:00 – 15:30
  • Presentation in plenum: 15:30 – 16:00
slide25

Questions

A: What are the current skills gaps and challenges ?- in relation to the following categories of issues:

- Labour market (skills demand)

- Governance structures

- Policy design

- Policy delivery (skills supply)

- Financial/resource issues

- Labour market monitoring and skills anticipation

- Other

B: What are the linkages (causes and effects) between the issues ?