3 years ago

Ireland. VET in Europe – Country Report 2011 - Europa

Ireland. VET in Europe – Country Report 2011 - Europa

The FÁS Excellence

The FÁS Excellence Through People Programme, is Ireland’s national standard for humanresource development to improve a company’s operational performance through staff training. It isa voluntary initiative to encourage companies to identify and plan their staff training activities. In2010, 29 new companies/associations were assessed at Standard level and a further 37companies/associations were re-assessed at Standard, Gold and Platinum levels. Twenty-one oneday“Introduction to Excellence Through People” programmes were conducted for small andmedium enterprises with a total of 226 participants. Eight networking events, involving 90companies, were also conducted for Excellence Through People client companies 80 . Following therestructuring of FÁS, responsibility for the Excellence Through People Programme will transfer tothe National Standards Authority of Ireland in January 2012.Skillnets is a state funded, enterprise-led support body dedicated to the promotion and facilitationof training and upskilling. It supports and funds networks of enterprises to engage in training underthe Training Networks Programme (TNP). These networks, referred to as 'Skillnets', are led andmanaged by the enterprises themselves to design, manage and deliver specific training programmesacross a broad range of industry and service sectors nationwide. 81 Stakeholders include leadingemployer and employee representative bodies such as IBEC, Chambers Ireland, ConstructionIndustry Federation (CIF), Small Firms Association (SFA) and the Irish Congress of Trade Unions(ICTU). Since 1999, Skillnets has facilitated over 60,000 Irish enterprises, in over 350 networks toimprove the range, scope and quality of training and allowed over 275,000 employees to upskill andtake part in training.In the Training Networks Programme (TNP) 2010/11 Skillnets networks are also providing trainingto job-seekers, who are training with those in employment. By training with those in employment,job-seekers can access networking opportunities and keep up to date with their sector whileparticipating in relevant industry-specific training programmes.CVET provided by the social partners: The social partners, through their participation inNational Partnership Agreements, generally encourage employers to provide access for employeesto ongoing training. Under the 'Towards 2016' National Agreement, the social partners agreed onthe need to increase the levels of workplace learning and up-skilling. The trade unions have alsobeen active in supporting non-job-related training. The People’s College, a voluntary adulteducation institution working closely with the Irish Congress of Trades Unions (ICTU), provides arange of courses from basic education to personal development. The ICTU, Congress CentresNetwork, offers training to workers to re-train or to up-skill, and to unemployed people seeking toaccess the labour market. The Services Industrial Professional and Technical Trade Union (SIPTU)also operates a training facility for its members, providing courses ranging from health and safety atwork to employment rights. Employer organisations’ such as IBEC (Irish Business and EmployersConfederation), ISME, (Irish small and medium-sized enterprises), and the Irish ConstructionIndustry Federation (CIF), all provide either financial or other incentives to promote trainingpractices among their membership. They also contribute to enterprise-based CVT activities throughtheir participation in the industry-led ‘Skillnets’ Training Networks Programme.As noted in 6.1 above, there is no legislative distinction between formal, non-formal and informalcontinuing vocational education and training in Ireland. As a consequence there is a significantcrossover between the agencies delivering formal and non-formal training. The distance learningprogrammes described in the last section (6.2) for formal learning also apply to the non-formaleducation and training sector.80FÁS Annual Report, 2010.81In 2010, an allocation of €16.6m supported an average of about a week’s training for 37,200 employees (DES, 2011).74

Accreditation of Non-Formal/Informal LearningAs part of the National Skills Strategy Implementation Statement, the Expert Group on FutureSkills Needs (EGFSN) was requested by the Department of Education and Skills to investigate thepotential of Recognition of Prior Learning (RPL) in assisting in the upskilling objectives of theNational Skills Strategy 82 . The report 83 which followed (April 2011) was prepared by the EGFSNwith significant input and material from the National Qualifications Authority of Ireland (NQAI). Inaddition, a wide range of stakeholders were consulted in the process (education and trainingproviders, unions, qualifications bodies, guidance/adult education organisations and theDepartment, employer organisation). of the research involved investigating the extent to which RPL is practiced in Ireland and thefollowing is brief extract from their findings:All providers of Further Education who register with FETAC to access its awards are required tooffer RPL for access, credit and/or exemptions. Providers who wish to offer RPL for the purposesof achieving a FETAC award must agree an additional sub strand of quality assurance for RPL. (InJune 2010, 12 providers were quality assured to offer RPL for full awards). Data on the practice ofRPL by providers and on learner use of RPL for entry, exemptions or full awards is notsystematically gathered or published by FETAC or individual providers.All HETAC registered providers are required to have RPL policies in place. Most higher educationinstitutions practice some form of RPL and have institutional policies which support this activity.Most universities also have institutional policies in place, although some of these are limited to therecognition of certified learning. The focus, scale and organisation of RPL vary from institution toinstitution. It is largely restricted to access and to certain disciplines of learning (e.g. nursing, adulteducation and social care) and to design programmes for the workplace. Dedicated RPL officersand support staff are in place in some institutions. In the vast majority of cases, the universities donot make awards solely on the basis of RPL.In the past two decades, a number of partnerships of education and training providers andworkplace representatives have used RPL to encourage participation in training, to increaseprofessionalisation, to access to relevant qualifications, to identify workplace needs, and to designand deliver appropriate programmes. Partnerships with providers have included Skillnets, SIPTU,the Construction Industry Federation as well as individual companies. For example, Fáilte Ireland,the National Tourism Development Authority has for some years operated RPL, involving, with thesupport of an RPL mentor, a ‘skills and knowledge audit’ (a highly detailed checklist which anindividual completes to demonstrate relevant knowledge and competencies against the awardstandard), interviews and practical demonstrations to enable individuals to access qualifications inrelation to chef, bar tender/supervisor, waitress/waiter, restaurant supervisor, accommodationassistant/supervisor (NFQ Levels 4-6).Under Recognition of Prior Learning arrangements put in place by FÁS, apprentices not currentlymeeting the minimum on the job training period but with verifiable work experience from homeor abroad can submit an application and portfolio of evidence to the FÁS Redundant AccreditationCommittee for assessment and with a view to the award of their Advanced Craft Certificate.82Tomorrow’s Skills: Towards a National Skills Strategy, Expert Group on Future Skill Needs, FORFÁS. Ireland. 2007.83Developing Recognition of Prior Learning (RPL). The role of RPL in delivering on the National Skills StrategyUpskilling Objectives. EGFSN. Ireland. April 2011.75

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