Committente: Comitato Europeo delle Regioni
Periodo: 2024
URL: The role of local and regional authorities in fostering regional partnerships for up and reskilling within the framework of the pact for skills
Descrizione:
Local and regional authorities (LRAs) are uniquely positioned to bridge the gap between local communities and the evolving demands of the job market. Their proximity to businesses and communities allows them to identify specific skills gaps and tailor training programmes accordingly. The Pact for Skills, a European Union (EU) initiative, aims to stimulate upskilling and reskilling efforts across Europe, creating a workforce equipped for the green and digital transition. LRAs play a crucial role in fostering regional partnerships within the Pact by leveraging their proximity to local needs and industries. Effective partnerships between
LRAs, businesses, educational institutions, and civil society organisations are crucial for knowledge sharing and best practice exchange.
This study investigates the role of LRAs within the Pact for Skills. It examines LRAs’ current experiences with skills development initiatives and identifies future needs for a changing economy, focusing specifically on best practices. By analysing these aspects, the study provides valuable insights and actionable recommendations to prepare LRAs for future skills development trends.
To gain a comprehensive understanding of the role of LRAs in fostering regional skills partnerships within the Pact for Skills, the study employed a mixed-methods approach, combining traditional research methods with analytical tools. The first phase involved a literature review, analysing existing academic articles, policy documents, and reports relevant to LRAs and skills development. This established a theoretical foundation for the research and identified gaps in current knowledge. The second phase involved comprehensive data collection using both quantitative and qualitative methods. A survey was distributed to LRAs across the EU Member States, capturing quantitative data on programme outcomes, participant demographics, and funding. Additionally, eight in-depth interviews were conducted with LRA representatives, EU officials, and other stakeholders directly involved in the Pact for Skills and/or in relevant EU initiatives linked to skills promotion (see Annex II for further details). In the third phase, the literature, 107 responses to the survey and the interviews were analysed to extract valuable insights into LRA experiences, the challenges they face, and best practices employed.
Based on this analysis, this study is structured in five parts.
In Part 1, the current experiences of LRAs are examined with regards to the Pact for Skills, skills partnerships, and funding. First, the benefits which LRAs gain from signing the Pact are outlined such as access to information about upskilling and reskilling, increased partnerships and networking with a wide range of stakeholders and access to resources and tools to implement skills policies and strategies. Following, the LRAs willingness to adhere to the Pact for Skills’ principles are investigated. Then, a qualitative analysis on how LRAs have been contributing to the implementation of the Pact for Skills’ principles since its inception is provided. Large-Scale Skills Partnerships (LSPs) and Regional Skills Partnerships (RSPs) are the two primary deployment avenues for Pact for Skills members. However, there is a wide array of opportunities for LRAs beyond these two avenues to implement skills promotion initiatives as part of the Pact for Skills. This is mainly due to various EU-funded opportunities (e.g., Erasmus+, European Social Fund Plus, European Regional Development Fund, etc.).
Part 2 identifies the skills challenges and bottlenecks currently faced by LRAs along with the needs of LRAs to adequately address these. The green and digital transition has placed significant pressure on the labour market, increasing the need for upskilling and reskilling. LRAs face challenges in finding skills funds to meet the need as well as developing public-private partnerships. Additionally, LRAs lack data and systems to anticipate and monitor skills development. While the Pact for Skills initiative presents a potential solution, uptake by LRAs has been slow. A number of barriers surrounding the Pact itself, and its usefulness to members, were identified through the research, including the lack of knowledge about the possibility to join the Pact, lack of information regarding the available services to assist in partnership building within the Pact and a lack of human resources needed. This suggests there is scope for improvement to increase LRAs’ ability to meet the needs faced.
In Part 3, the research examined the nuances of local and regional implementation by conducting six in-depth case studies. These case studies focused on LRAs that demonstrated exemplary practices or faced unique challenges. By comparatively analysing these cases, the study was able to identify patterns, best practices, and areas for improvement across diverse local and regional contexts. Best practices employed by successful LRAs were identified, such as a focus on skills intelligence to inform training development, the importance of collaboration amongst stakeholders, and the utilisation of project-based learning to foster innovation. The value of a regional ecosystem approach, which involves identifying and engaging all stakeholders within a region, such as businesses, vocational training providers, and civil society organisations, was also highlighted. By working together, these stakeholders can effectively understand skilling needs, and adapt governance structures to improve the overall skills development ecosystem. Areas where further development is needed include establishing long-term visions for skills development initiatives and ensuring that training opportunities are accessible to all, particularly vulnerable groups. To address emerging challenges, innovative approaches such as regional partnerships, which create localised partnerships to address specific skill needs, and evolving existing partnerships to adapt to changing circumstances, have shown promise.
Part 4 presents a foresight analysis, conducted to explore future trends in skills development and evaluate LRA preparedness. This analysis focused on current skills policies in relation to the Pact for Skills’ principles, aiming to create inspiring policy instruments that use labour market trends to anticipate and match skills needs. Significant technological advancements, industrial transformations, and economic shifts necessitate increased investment in training programmes to avoid skills mismatches and shortages. The methodology for the foresight analysis included analysing global megatrends identified by the Joint Research Centre (JRC) of the European Commission, focusing on the most relevant ones for skills policies, including the changing nature of work, increasing demographic imbalances, accelerating technological change and hyperconnectivity, climate change and continuing urbanisation. Future labour market trends were described, considering technological advancements and their impact separately. Data from the CEDEFOP report and TIM Trend system were used to detect weak signals of potential game-changing events. The second part of the analysis assessed ongoing initiatives to enhance skills anticipation and address labour market transformations. A qualitative analysis identified gaps between current skills policies and future trends, including a focus on short-term needs over long term trends, geographic disparities in skills development and insufficient emphasis on high-level skills, ineffective collaboration and data sharing and slow adaptation to technological change. Addressing these gaps will help recalibrate initiatives linked to the Pact for Skills and improve local and regional skills policies in response to future challenges.
Finally, Part 5 presents a number of recommendations for LRAs, national governments, and EU institutions. They aim to optimise skills development policies and future strategies. They are summarised as:
• The European Commission should enhance the work done by the Pact for Skills Support Services and provide current information about upskilling and reskilling activities within the EU Member States. This will further inspire work of Pact for Skills members and potential signatories. LRAs should be integrated into this analysis, to foster better LRA knowledge sharing. A set of indicators should be developed by stakeholders working in specific ecosystems, including LRAs and national authorities, to track effectiveness of skilling initiatives across the EU Member States and help determine geographic nuances that require further consideration.
• The European Commission should strengthen the way the Pact for Skills Support Services are disseminated for wider outreach and participation of the Pact for Skills members, such as LRAs.
• A clear governance structure in LSPs is important to establish early, as well as establishing funding for LSP governance activities on a continual basis. Funding ensures that governance and coordination activities are maintained over the medium term, and responsibilities are clearly delineated, including for LRAs.
• All Pact for Skills Partnerships should ensure that forecasting and foresight activities are established at the local/regional level to anticipate and match skills needs.
• The European Committee of the Regions should raise awareness regarding the effectiveness of multi-level governance structures for skilling initiatives within Member States.
• The European Commission should raise awareness regarding the operational functioning of the Pact for Skills Partnerships to incorporate a regional ecosystem approach. A regional ecosystem approach involving the participation of all stakeholders in each ecosystem (e.g., LRAs, businesses, vocational training providers and civil society organisations) should be fostered, to develop a better understanding of the skills requirements and the skills governance required to improve the ecosystem as a whole.
• The European Commission should develop concrete actions towards driving change within the private sector towards a lifelong learning approach.
By working together and implementing these recommendations, LRAs, national governments, and EU institutions can provide the platform for building a futureproof workforce. A workforce that is equipped with the skills required for the jobs of today and tomorrow for a prosperous, resilient, and inclusive Europe.