Systemic evaluation in new policyexperimentation: results, quality and impact of the FiTT project

Carlotta Rovesti, ENAIP Veneto Julia Froelicher, GIZ

Brussels, 16 March 2016

Objective of FiTT project

The overall objective of FiTT is the experimentation of innovative models of apprenticeship for vocational qualification (“first level apprenticeship”). The project aims at implementing apprenticeship models in the food and hospitality sector that refer to the German model of ‘dual system’ and which are in line with the new apprenticeship framework (Law Decree 81/2015) of the Italian Ministry of Labor.

Objective of FiTT M&E scheme- it serves for the daily monitoring of the most important

milestones of the project - it is designed in a way that impact of the project is measured.

Furthermore, the M&E aims to a) assess whether the intended results have been achieved (to

what extent)b) learn for both current and future interventions in the field

of dual training schemes by generating feedback and c) strengthen transparency of the FITT program.

Targets to be measured with the FiTT M&E Scheme

FITT Targets

1. More and better employment

2. More and new stakeholders involved in pilot schemes in selected occupations

3. Transfer of elements of the German dual system in selected qualifications

4. Better graduates via better quality of TVET

5. Better image of TVET in the food and hospitality sector

6. Clearer roles and mandates

7. Lessons learnt for Veneto and other regions

8. Sustainability and mainstreaming of approach

9. Learning and Innovation

THE EXPERIMENTATION’S MONITORING REPORT

FOCUS GROUPJanuary 2017

FINAL REPORT

February 2017

May 2016 December 2016

T r a i n i n g C e n t r e s

• Pia Società San Gaetano - Vicenza17 apprentices

• Centro Don Calabria - Bovolone (VR)21 apprentices

• Enaip Veneto - Isola della Scala (VR)18 apprentices

• Enaip Veneto - Vicenza22 apprentices

• Year Professional Diploma4°

I n v o l v e d A p p r e n ti c e s

49

29

78 Catering bar

services technicians

33%

Cooking technicians

67%

• Training apprenticeship contracts4

Italian apprentices88%

Foreign apprentices12%

REACHED GOAL: 90 % of apprentices of the “pilot” apprenticeship asses their training as “good” or “very good”

I n v o l v e d C o m p a n i e s

59

Restaurants68%

Catering5%

Hospital-ity

19%

Bakery 5%

Culinary sector3%

REACHED GOAL: 87% of companies involved in the FITT! Experimentation have assessed technical competencies and social skills of their apprentices as “good” or

“very good”

7. Lessons learnt for Veneto and other regions

•7. Lessons learnt for Veneto and other regions•8. Sustainability and mainstreaming of approach•9. Learning and Innovation

Achievement of targets 7-9

Objective Result in March 2016

7. Lessons learnt for Veneto and other regions

Discussion initiated with the Toscana region. Implementation depends on the decision of the MoL to mainstream the project.

8. Sustainability and mainstreaming of approach

Veneto Region has guaranteed funds for the continuation of the pilot for 3 more years. Veneto Region intends to incorporate the FTP for all qualifications.

9. Learning and Innovation Regular information sharing on Erasmus + platformPublic event with European decision on March 16th

1.

Results at the VET centres level

Change of mind for dual principlesThe training offered for VET tutors reached reasonable participation (12 out of 17 participating centres). Nevertheless, VET tutors need more assistance to understand the core dual ideas.  School and work training complementary – a major duty Learning objectives in schools and companies are not complementary yet. VET schools could not internalize the principle of strict cooperation between training centre and company yet. Communication paths between schools and companies are not standardized yet.  Recognize new responsibilitiesVET tutors are not fully aware so far for the expanded responsibilities in guiding and monitoring the in-company training. They need assistance and expanded training in fulfilling their widened role.

Results based mainly on focus group discussion with VET tutors, in-company trainers and apprentices in January 2017

Result at private sector companies level:

Dual apprenticeship means change of mentality The change to the dual approach requires a mentality change among companies. The companies involved in the pilot are generally open for the new approach but need more assistance to internalize the central ideas of dual apprenticeship (“more than a contract”). Recognize new responsibilities – Some way to goParticipating companies have started to incorporate tools for delivering and transferring knowledge and skills. Nevertheless, companies need more advice for fulfilling their widened responsibilities. So far, companies neither do organize the didactic path for the apprentices nor interact much with VET tutors. Additionally, they have not integrated the use of the Individual Training Plan into their regular procedures yet. In-company tutoring – A challenge Attracting more companies to attend the tutor training has been a major challenge. Additionally, the delivered support and the 16 hours training course is just a very first step to convey knowledge and skills to fulfil the new comprehensive role. There is the dilemma of balancing the need for intensive training and the tight time frame of companies. Uncertainty of legal framework Companies feel uncertain in several legal aspects regarding the new apprenticeship model and the contracting of apprentices.

Results based mainly on focus group discussion with VET tutors, in-company trainers and apprentices in January 2017

Changes and challenges at the apprentices level

Perception of dual apprenticeship model Apprentices of the pilot scheme are very open towards the new training model. The students have rapidly adopted principles of dual apprenticeship and clearly favour the new model compared to the traditional school based mode. Benefits perceived are learning at real job situations, automatic adoption of soft skills, and possibilities to carry responsibility right away. Image of vocational training The new dual apprenticeship model has instantly changed the picture of VET among the participating apprentices. The modernization process has good potential to increase the image of the vocational training path as such. Nevertheless, the benefits have to spread intensively to reach potential students and their families as well as potential employers.  

Results based mainly on focus group discussion with VET tutors, in-company trainers and apprentices in January 2017

Main Policy Recommendations Training for VET tutors and in-company trainers: Continue to train VET-tutors and

in-company trainers and emphasize on their active supporting role for the learning pathway in the company. Increase knowledge on core aspects of dual apprenticeship.

Training of multipliers: Train multipliers for the training of VET tutors and in-company trainers. Standardize training content.

School-work cooperation: Strengthen the communication paths between VET tutors and company tutors regarding learning objectives and the student’s progress. Standardize exchange via e.g. regular short company visits of VET tutors or regular short phone calls to update each other on the trainee’s progress

Encouragement of companies: Attract and encourage companies to engage in dual apprenticeship, spread information on benefits and potentials of the dual apprenticeship model, e.g. through information campaigns, information material and through the internet

Main Policy Recommdations II Constant support for companies: Install a mentoring system for company tutors.

Provide constant advice and support for companies engaged in apprenticeship in addition to the tutor trainings (e.g. via contact persons).

Study visits: Proof possibilities to organize study visits for company holders and tutors to German companies engaged in training in order to experience and discuss dual training in practice.

Spread the experiences: Search dialogue with other regional and national authorities to transfer the experiences to other regions. Search dialogue with MoL to transfer the FTPs developed to national level.

Awareness raising: Launch extensive marketing and awareness creation campaigns on national and regional levels for the new dual training approach and the modernized occupational profiles among companies and in the society.

Thank you!