The Norwegian Competence Reform - Background, measures, results and lessons

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The Norwegian Competence Reform - Background, measures, results and lessons

  1. 1. Sveinung Skule22-10-2012The Norwegian Competence ReformBackground, measures, results and lessons
  2. 2. The Competence Reform (1999-2003) Main strategy for lifelong learning for adults in Norway Main goal: To provide individuals, enterprises and society with the competences needed Aimed to be a workplace and an educational reform – Second chance for low skilled adults – Tailored and flexible training at the workplace Targeted at all adults, employed and unemployed Broad concept of learning – lifelong and lifewide Sveinung Skule 22-10-2012 3
  3. 3. Background Late 80’s – Economic recession – Greying work force and growing demands for formal qualifications – Decline of industry 1994 Statutory rights to upper secondary education for youth 1993-1995 LO initiated a reform on further and continuing education – Main priority in 1993 congress – LO Action Plan for further and continuing education (1995) Parliamentary suggestion on paid educational leave turned down (1996) Public tripartite commission: “New competence” (1997) Bipartite Joint Action Plan for Competence (1998) White paper “The Competence Reform” (1999) – Action Plan 2000-2004 Sveinung Skule 22-10-2012 4
  4. 4. Measures Tax exemptions for training expenses paid for by the employer Statutory rights – Study leave – Free primary and lower education for adults – Free upper secondary education for adults – Recognition of prior informal learning and shortened programs (Realkompetanse) No agreement on paid educational leave – but improved financing of life subsistence through The State Educational Loan Fund Public support for flexible learning The Competence Development Program – 700 partnership projects Basic skills program for adults (2005- ) Establishment of National Institute for Adult Learning (VOX) Tripartite and bipartite implementation bodies Sveinung Skule 22-10-2012 5
  5. 5. Reduced participation in adult education & training 70% 60% 50% 40% Further education (formal) training (non-formal) 30% learning intensive work 20% 10% 0% 2003 2004 2005 2006 2008 2009 2010 2011 Sveinung Skule Source: NIFU/SSB: 19.10.2012 6 The Learning Conditions Monitor
  6. 6. Norway ranks high in adult education & training Most training is paid for by the employer Have you had training paid for by your employer in the past year? FI NL SE SI NO CZ UK DK IE AT DE EE BE SK LUEU15EC12EU27 PL MT ES LV PT CY HU Source: EWCS, 2010 IT FR .0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0%
  7. 7. The Nordic countries – labour force- and training participationTrainingparticipation %70.0060.00 SWE DNK50.00 GBR FIN NOR FRA NZL40.00 USA AUS CAN NLD AUT CZE30.00 IRL BEL CHE ITA ESP DEU20.00 PRT GRC POL HUN10.00 Correlation : 0.71 *** 0.00 60.00 65.00 70.00 75.00 80.00 85.00 90.00 Labour force participation rate % Sveinung Skule 19.10.2012 8 Kilde: OECD, 2004
  8. 8. Lessons from the Norwegian experience The level of training investment is influenced more by the general working life regime than by E&T policies It’s hard to improve from a high level Commitment depends on economic cycles Enterprise practices reproduce social inequalities in learning The workplace is an important arena for learning and source of motivation Measures directed towards individuals & education providers is not enough – Enterprises are the main investors in learning – A small minority of adults participate in formal education, many in non-formal training Public policies need to address the demand side of the skills market – Incentives for the enterprises to invest in learning – The distribution of training investments between different groups Sveinung Skule 22-10-2012 9
  9. 9. www.nifu.no

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