Working and ageing - Cedefop - Europa

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236 Working and ageing Guidance and counselling for mature learners First, significant numbers of adults guided to RVCC processes accounted on average for almost 80% of candidates guided by new opportunities centres between 2006 and 2010. Initially (2001 to 2005) RVCC processes were the only activity carried out by the centres (the remainder being called at this time RVCC centres). Today, this qualification modality remains more sought after than the others, proving to be a suitable method for meeting expectations of low-qualified adults who seek out the centres. Messages of ʻmy experience countsʼ or ʻstarting to study again without having to go back to square oneʼ (used as slogans in one of the first advertisement campaigns for the initiative) seem to have reached their target audience, while throwing up other challenges we address below. Second, and despite take-up of RVCC processes, there has also been growth in guiding candidates to training modalities outside new opportunities centres, showing that demand for qualifications offers, through attendance of courses and education-training sessions, is a current reality, one that can be established during guidance defined in the centre or following a partial certification through a RVCC process. These data also show some trends and challenges. First, adults tend to arrive at centres with very high expectations of RVCC processes,which can lead to resistance to accepting guidance proposals for another qualification modality. High expectations of RVCC processes are particularly linked to full certifications, also leading to resistance in accepting that, in some cases, evidence submitted by candidates only allows partial certification, which must then be followed by another qualification modality, of short duration, to complete the training pathway. It is important to reinforce initial guidance of candidates to training modalities outside centres, as well as RVCC processes with partial certification followed by guidance for adequate training modalities. Counselling activities are crucial. Second, once a suitable qualification modality for a candidateʼs profile has been identified and agreed, the centreʼs team sometimes has difficulties in finding relevant training opportunities in the area where the adult lives or works. Strengthening networking practices among local operators is also essential to overcome these obstacles. Among candidates guided to RVCC processes, statistical data show almost no gender difference, with a slight decrease of guidance targeted towards women (in 2010, data show 49.8% women against 50.2% men). Although a non-significant difference, low qualification rates, an important target of the new opportunities initiative, are higher among women than men (2001 census data – INE, 2009). These data point either to lower adherence of women to
CHAPTER 12 Guiding and counselling adults in Portugal: new opportunities for a qualification 237 qualification pathways, or low capability of the initiative to mobilise women. In terms of age (Figure 12.4), there is a slight increase in the number of older adults among candidates guided to RVCC processes. This trend mirrors growth in the number of enrolments at new opportunities centres, showing that the work being done is reaching its target audience – the adult population of working age. It is in the group of over 44 that involvement of adults in the initiative has proportionally grown. From analysis of guidance in terms of candidatesʼ employment status (Figure 12.5), there has always been a greater tendency towards shorter training pathways (such as RVCC processes) among the employed. However, guidance of the unemployed towards this training modality is increasing. This change reflects, perhaps, increasing unemployment rates in Portugal which has resulted not only from sector-based reconversion of the Portuguese economy (which has been in effect since 2000), but also, over the past three years, from the ongoing international economic and financial crisis which has had repercussions in many countries around the world. This increase in RVCC processes has also been due to specific measures aimed at reintegrating the unemployed into the workplace by improving their educational and professional qualifications through coordinated qualification and employment measures. Data for enrolment rates at new opportunities centres show that these centres started off by mainly attracting those in work and that it was only later that the unemployed also began to enrol in increasing numbers. These data also show a slight increase in the category ʻothersʼ among those guided to RVCC processes. Given that most are retired people, this training modality seems to be suitable to, and demanded by, adults outside the labour market. Analysing both gender and age group (Figure 12.6), of particular note is the slight increase in the number of older women among candidates guided to RVCC processes. The 2001 census data (INE, 2009) show a higher number of low-qualified women among ageing groups, so accreditation of prior learning (via RVCC processes) can be seen as a suitable choice of ageing women to achieve higher levels of qualification. In terms of age, there is also a progressive increase in the number of older adults among candidates guided to training offers outside new opportunities centres (Figure 12.7). This trend mirrors growth in the number of enrolments at centres, and also shows growing preference of ageing workers for longer and more structured training pathways (such as EFA courses). These older workers are, in most cases, the least qualified, and therefore have to attend more structured and conventional training programmes.
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EN Working and ageing Guidance and
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A great deal of additional informat
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Foreword Population ageing is one o
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Acknowledgements This publication r
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8. Policy, research and practice: s
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14.2. Participation rates of indivi
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CHAPTER 1 Setting the scene: promot
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To improve quality and transparency
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Gomes present the set-up and outcom
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CHAPTER 2 Do European employers sup
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CHAPTER 5 Cognitive ageing in older
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PART 2 Meeting the challenges - Eme
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unmet demand is limited, as is the
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people in the second phase (25-50)
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CHAPTER 7 Learning, work and later
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are now better than ever before, es
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CHAPTER 8 Policy, research and prac
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will need to be supported by struct
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ʻflexicurityʼ model is challenged
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different forms of retirement (2010
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8.8. Policy considerations CHAPTER
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9.1. Introduction CHAPTER 9 Changin
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CHAPTER 9 Changing patterns of guid
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their continuing learning and devel
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Table 9.4. Use of past work experie
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CONCLUSIONS Ageing Europe at work -
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EN Working and ageing Guidance and
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Working and ageing - Cedefop - Europa

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