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The purpose of this paper is to highlight the particularitie continuing training models in France and Denmark in order to examine their differences and similarities. This comparison will underscore how the incumbent systems reflect the positioning and dialogue between ds ofomestic public policies, labour market stakeholders, vocational training institutions, the unions and employers’federations. 
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This report describes how entrepreneurship competence is embedded in vocational education and training (VET) in France. It complements existing knowledge with examples of methods, tools and approaches that can help policy makers, VET providers and other stakeholders build better entrepreneurial learning ecosystems.
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The vocational training system reform (2018) restructured its governance, funding mechanisms, and apprenticeship provision to improve its attractiveness and responsiveness to the labour market.
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Data and research on employment including public employment and management, youth and local employment, jobs, unemployment and labour markets., People today are living longer than ever before, but what is a boon for individuals can be challenging for societies. If nothing is done to change existing work and retirement patterns, the number of older inactive people who will need to be supported by each worker could rise by around 40% between 2018 and 2050 on average in the OECD area. This would put a brake on rising living standards as well as enormous pressure on younger generations who will be financing social protection systems. Improving employment prospects of older workers will be crucial. At the same time, taking a life-course approach will be necessary to avoid accumulation of individual disadvantages over work careers that discourage or prevent work at an older age; What can countries do to help? How can they give older people better work incentives and opportunities? This report provides a synthesis of the main challenges and policy recommendations together with a set of international best practices to foster employability, labour demand and incentives to work at an older age.
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This report provides an update on the state of play regarding ‘green skills’ and ‘green jobs’ in six EU countries (Denmark, Germany, Spain, Estonia, France and the UK). It examines the major changes in green jobs and employment since 2010, and analyses the regulations and policies supporting green skills and employment, including the surrounding institutional set-up and the role played by social partners. It also highlights good practices, including green skill anticipation mechanisms, relevant vocational education and training and higher education, active labour market policies and retraining measures, and the role of the private sector.
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This paper investigates the effects of the labor market experience of high school dropouts four years after leaving school by sending fictitious résumés to real job postings in France. Compared to those who have stayed unemployed since leaving school, the callback rate is not raised for those with employment experience, whether it is subsidized or non-subsidized, in the market or non-market sector, if there is no training accompanied by skill certification. In particular, we find no stigma effect associated with subsidized or non-market sector work experience. Moreover, training accompanied by skill certification improves youth prospects only when the local unemployment rate is sufficiently low, which occurs in one fifth of the commuting zones only.
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The Youth guarantee (garantie jeunes) is a key measure aimed at less qualified young people not in education, employment or training (NEETs) faced with risk of exclusion from the labour market. It targets those aged 16 to 25, not all of whom were previously eligible for the unemployment support scheme of a guaranteed minimum income (revenu de solidarité active).
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Canadian Vocational Association / Association canadienne de la formation professionnelle's insight:
Acknowledging important differences between countries, we compare the evolving relationship between HE and VET. We ask whether and how these two distinct organisational fields in France and Germany have changed in recent decades. Comparing institutional shifts, the article analyses whether long-standing differences in postsecondary education and training systems and the education/economy nexus in these two countries have remained stable. While the traditional typologies that contrast France and Germany have served as useful heuristic devices, they require revision to adequately represent incremental institutional change in these skill formation systems resulting from endogenous reforms and exogenous pressures due to Europeanisation.
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Canadian Vocational Association / Association canadienne de la formation professionnelle's insight:
Linking credit systems and qualifications frameworks: An international comparative analysis
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International Comparisons for Australia, Austria, England, France, Germany, Ireland, Sweden, Switzerland.
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This report describes how entrepreneurship competence is embedded in vocational education and training (VET) in Europe. It complements existing knowledge with examples of methods, tools and approaches that can help policy makers, VET providers and other stakeholders build better entrepreneurial learning ecosystems.
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Pursuant to Law n° 2014-288 of 5 March 2014 on vocational training, employment and social democracy, decentralisation to the regions is regulated by allocating competences, which were previously a responsibility of the central State, in the field of vocational training, apprenticeship and guidance. This reform strengthens the power of regional councils in this area, by integrating lifelong guidance issues into their competences, with limited action on pupil and student guidance policy.
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From the first weeks of 2020, France was heavily hit by the Covid-19 pandemic. On March 16, the government decided to confine the country; a so-called emergency law prescribes the general measures necessary to deal with the epidemic. Strict containment lasted until 11 May.
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The ‘Trades and qualifications campus’ label (Campus des métiers et des qualifications – CMQ) brings together secondary and higher education VET institutions, research centres and companies. To realise the label’s aspirations, its requirements have now been revised and a new ‘Excellence campus’ category created. This second generation of campuses aims at establishing VET as an excellence pathway, strengthening the linking between the world of education and the world of business. It is part of the actions taken under the ongoing VET reform of May 2018.
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le Cee étudie l'action des pouvoirs publics et des acteurs sociaux sur l'évolution de l'emploi (évolutions technologiques, organisation du travail, marché du travail…).
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This report identifies effective strategies to tackle skills imbalances, based on five country-specific policy notes for France, Italy, Spain, South Africa and the United Kingdom.
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Canadian Vocational Association / Association canadienne de la formation professionnelle's insight:
Lifelong learning has become one of the keys to making workers' career paths more secure at both the French and the European policy level. However, the implementation of these policy lines raises delicate questions as to how the responsibility for vocational training should be shared among employees, employers and public institutions. The study, based on quantitative and qualitative surveys in which employers and their employees were consulted, shows that the environment provided by the company contributes more decisively than employees' previous training and career paths to the capability of the latter to attend vocational training and develop professionally at work. Relying on these empirical findings, it proposes a scheme for a capability-based conceptualization of professional development.
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Canadian Vocational Association / Association canadienne de la formation professionnelle's insight:
As the country continues to experience skills shortages in key sectors of the economy, the report describes the country’s growing shortage of highly skilled labour as critical, predicting shortages in the Manufacturing, Automation and Energy and Utility industries. Supporting this view are findings from 32 countries around the world, which reveal that Canadian businesses are reporting serious problems finding the workers they need amidst a growing skills shortage.
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Canadian Vocational Association / Association canadienne de la formation professionnelle's insight:
These reports provide an overview of the vocational education and training systems existing in EU Member States, plus Iceland and Norway.
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