Which skills should we (in our
country) develop towards 2020, and how can these skills be generated by the
education and training system?
What are the capacity needs of institutions to achieve the 2020 vision for skills? (This includes capacity review of policy planning, implementation and monitoring and the capacity to use foresight as forward looking policy making approach).
What indicators are needed to monitor progress and targets for the 2020 vision of skills?
How can countries create synergy in human resource development and learn from each other?
The ETF FRAME project focuses on these questions.
The countries seeking to accede to the European Union require a strategic approach to developing a vision for human resource development focusing in particular on the skills that are more likely to be needed in the period 2014-20.
In turn, a more coherent approach to pre-accession assistance also needs to be adopted, with result-oriented interventions tailored to the specific needs of each country and with clear targets and indicators to measure progress and achievements.
The ETF FRAME project will support
pre-accession countries to build on the sector approach in human resource
development whilst operating in line with both their own human resource
development strategy and the EU2020 strategy.
With the objective of strengthening local capacity to use specific methodological instruments such as skills foresight, institutional assessment and monitoring of human resource development, the project will be implemented in four interventions:
The foresight methodology shall help the countries to develop a medium to long term vision for skills shared by key stakeholders, to define strategic priorities, and to indicate with a road map how these skills will be generated. Based on the foresight methodology developed and road-tested by the ETF in Serbia and Montenegro, the approach has been fine-tuned with the contribution of the beneficiary countries.
2. Review of institutional
Based on the methodology developed by the ETF (and adapted for each country), the RIA component shall identify capacity development needs of institutions in charge of implementing the 2020 vision for skills. The review also includes a section on “budgeting capacities”, linked to the capacity of institutions to work on Medium Term Expenditure Frameworks (MTEF).
The project will support the development of a monitoring tool that measures progress towards the vision for skills 2020. The monitoring tool will be based on a set of indicators in line with the national objectives (as resulted from the Foresight and RIA components) and the EU (EU 2020 and ET 2020) and SEE 2020 goals. The work on this component will employ a strong participatory approach thanks to National Technical Teams contribution. The key steps towards the definition of FRAME monitoring tool are: Providing advice on indicators' relevance and feasibility; Identification of gaps in the SEET countries capability to collect, process and disseminate HRD key indicators; Testing and tailoring the tool to countries' characteristics; Ongoing dialogue with the European and regional stakeholders.
4. Regional component
The regional component aims at knowledge
learning and policy
dialogue related to human resources development policies. This is key for
the whole region and its EU perspective. The objectives promoted within the
component will be:
i) Enhancing regional dialogue and cooperation among the countries on HRD policies with particular reference to the development of a regional response to the SEE 2020 Strategy; and
ii) Encouraging further mainstreaming of regional cooperation in the countries’ political agenda, while ensuring link and synergies with on-going regional activities.
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