Vocational Training. Fieldwork October-November 2004 Publication August 2005

Transcription

1 Special Eurobarometer European Commission Vocational Training Fieldwork October-November 2004 Publication August 2005 Special Eurobarometer 216 / Wave TNS Opinion & Social This survey was requested by Directorate-General Education and Culture and coordinated by Directorate-General Press and Communication This document does not represent the point of view of the European Commission. The interpretations and opinions contained in it are solely those of the authors.

2

3 Table of contents PRESENTATION Studies, knowledge and skills Education and training for school-leavers Source of acquired knowledge and skills Training during working time Right to training Preferred types of training Training outside working time Willingness to learn in free-time Preferred types of training Recent training Types of training Reasons for training Satisfaction levels with training Training policy in the work-place and career guidance Company ethos on training Training environment in the work-place Content of training in the work-place Time dedicated to training in the work-place Career guidance / advice on training Prospects for development of future training Growth or decline in training Development of training Motivations for training Financing of training Obstacles to training Motivation for growth in training CONCLUSION...68 ANNEXES Tables Technical note Questionnaire - 1 -

4 PRESENTATION Article 150 of the EC Treaty states that the Community shall implement a vocational training policy which shall support and supplement the action of the Member States while fully respecting the responsibility of the Member States for the content and organisation of vocational training. The strategic goal set in March 2000 in Lisbon is that the Union become the most competitive and dynamic knowledge-based economy in the world. The development of vocational training is a crucial and integral part of this strategy. The Barcelona European Council in March 2002 reaffirmed this important role and gave a mandate to make European education and training a world reference by 2010, and to develop closer co-operation in vocational training (in parallel to the Bologna process in higher education). 1 One of the priorities identified for 2004 is to promote active aging by encouraging older workers to remain in the work force through a modernisation of educational systems for lifelong learning. 2 In December 2004, a Ministerial Conference, coming under the framework of the Copenhagen process, was held in Maastricht in order to assess the state of play of Vocational Education and Training (VET) throughout Europe. Its aim was to identify what needs to be done by Member States and the European Union in order to meet the challenges set for 2010 by Lisbon. On 14 December 2004, the Ministers responsible for Vocational Education and Training of 32 European countries, the European Social Partners and the European Commission agreed to strengthen their cooperation with a view to modernising their vocational education and training systems. 3 In the lead up to this Ministerial Conference, the Directorate-General Education and Culture turned to European Union citizens to hear their opinions on vocational training. The underlying objective of this survey on vocational training is to determine whether current vocational training systems meet the needs and wishes of citizens and to identify the type of reforms and innovations necessary in order to meet the Lisbon goals by It is worth recalling that the target group for this survey is citizens in the European Union aged between 18 and 64. Throughout the report, we refer to citizens which is in fact this specific target group. Between October 27 th and November 29 th 2004, interviews were conducted face-to-face in people s homes in their national language. The methodology used is that of the Standard Eurobarometer polls managed by the Directorate-General Press and Communication (unit Opinion polls, press reviews, Europe Direct ). In the annex, a technical note details the interview techniques used by the institutes of the TNS Opinion & Social network as well as levels of confidence COM (2004) 29 final/2, Report from the Commission to the Spring European Council Delivering Lisbon Reforms for the Enlarged Union, pg

5 For each theme addressed, our analysis 4 looks at the: European Union as a whole; Individual Member States; Socio-demographic variables; Other variables including recent past training (results for Q7), evaluation of last training (results for Q9), guidance on training and career (results for Q11) and potential for future training (results for Q13). 4 In some cases, due to the rounding of figures, displayed sums can show a difference of one point with the sum of the individual cells. Also, note that for particular questions where the respondent is allowed to give several answers, the sum of percentages shown in the tables and graphs may exceed 100%

6 1. Studies, knowledge and skills In this section we will look first at the kind of education or training which respondents would recommend to someone about to embark on their professional life or third level education. We will then look at the working population in particular and their perspective of where they acquired the knowledge and skills they use in their current job Education and training for school-leavers Source questionnaire: Q1 - A relative majority of EU citizens would advise vocational training or an apprenticeship to school-leavers - Citizens are slightly more inclined to commend vocational training (39%) over general or academic studies (32%). It is worth noting that here there is a significant schism in opinion between citizens in the old European Union of 15 (28%) and those in the new Member States (53%) on the merits of following the more academic path, i.e. general or academic studies. Conversely, in the old European Union, 42% would recommend vocational training to a student embarking on their third level education compared to 25% in the new Member States. Q1 Nowadays, which of the following would you recommend to a young person who is finishing compulsory education or secondary education? Vocational training or apprenticeship General or academic studies It depends on the person (SPONTANEOUS) Other (SPONTANEOUS) EU25 39% 32% 26% FR 57% 17 % 26% UK 57% 26% 16 % NL 56% 20% 23% FI 48% 29% EL 45% 37% 16 % ES 44% 30% 24% IT 41% 29% 26% PT 38% 41% 16 % EE 38% 34% 27% HU 37% 21% 39% IE 28% 22% 47% AT 28% 19 % 46% SE 28% 43% 28% LU 27% 34% 38% PL 27% 62% 9% BE 26% 36% 36% 26% 27% 46% MT 26% 47% 23% DE 25% 34% 40% CY 20% 53% 24% LT 18 % 73% 3% CZ 16 % 42% 40% LV 15 % 56% 28% SK 13 % 60% 25% SI 11% 53% 35% 0% 20% 40% 60% 80% 100% - 4 -

7 Q1 Nowadays, which of the following would you recommend to a young person who is finishing compulsory education or secondary education? Answers: Vocational training or apprenticeship Country Results United Kingdom France The Netherlands Finland Greece Spain Italy EU25 Portugal Estonia Hungary Ireland Austria Sweden Luxembourg Poland Belgium Denmark Malta Germany Cyprus Lithuania Czech Republic Latvia Slovakia Slovenia 57% 57% 56% 48% 45% 44% 41% 39% 38% 38% 37% 28% 28% 28% 27% 27% 26% 26% 26% 25% 20% 18% 16% 15% 13% 11% Legend 51% - 100% 41% - 50% 31% - 40% 21% - 30% 0% - 20% - 5 -

8 The map opposite shows the proportion of respondents who would recommend Vocational Training or an apprenticeship in particular. The range of responses across Member States is indeed striking: results go from 57% in France and the United Kingdom to less than one in five in Lithuania, the Czech Republic, Latvia, Slovakia and Slovenia. The Member State distribution of results shows marked differences between the former European Union of 15 and the new Member States. As the graph over shows, in most of the new Member States (with the exception of Estonia and Hungary) at least a relative majority would direct a young person towards general or academic studies. Analysis by socio-demographic characteristics Looking at the socio-demographic breakdown of results for Vocational training or apprenticeship, duration of education is the variable bearing the strongest influence. As the graph below shows, respondents who completed their education by the age of 15 are more inclined to recommend vocational training or an apprenticeship to schoolleavers than those who continued their studies until a later age. As this group would not have gone to university, it is quite likely that this is the path that they themselves would have followed. Q1 Nowadays, which of the following would you recommend to a young person who is finishing compulsory education or secondary education? Response: Vocational Training or apprenticeship EU25 39% EDUCATION (END OF) 15-49% % % Still Studying 26% - 6 -

9 The split in results by socio-demographic variables is particularly striking for the item general or academic studies. Conversely, to the tendency revealed above regarding duration of education, here we see that those who are still studying are more likely to advise the academic route for those completing their second-level education. Similarly, students are more inclined to be of this opinion compared to those falling under other occupation categories. The graph below also shows that respondents dwelling in large towns or cities are more likely to recommend general or academic studies to school-leavers. Q1 Nowadays, which of the following would you recommend to a young person who is finishing compulsory education or secondary education? Response: General or academic studies EU25 32% EDUCATION (END OF) 15-25% % 35% Still Studying 45% RESPONDENT OCCUPATION SCALE Self- employed M anagers Other white collars M anual workers House persons Unemployed Retired 31% 35% 34% 29% 28% 33% 30% Students 45% SUBJECTIVE URBANISATION Rural village Small/mid size town Large town 29% 32% 37% - 7 -

10 1.2. Source of acquired knowledge and skills Here we will focus on the working population in particular and their view on where they acquired the knowledge and skills they use in their current job. Source questionnaire: Q6 - Two in three respondents primarily use knowledge or skills acquired through their professional activity - Q6 In your present job, are your knowledge and skills based mainly on? (M ax. 2 answers) % EU learning through work 45% your studies or initial training 34% additional continuous training in your current work 27% self-directed learning, inside or outside the wo rkplace 24% learning through life experience 22% None of these (SPONTANEOUS) 2% 1% At the EU level, the results show that a considerably higher proportion state that they use knowledge and skills acquired through their professional activity, 66% ( learning through work and/or additional continuous training in your current work 5 ) compared to those who state that their studies or initial training (34%) is one of the main sources of the knowledge and skills they use in their present job. 5 The figure shows the percentage of respondents who cited either one or both of these options. Respondents who cited both options are counted only once

11 Before analysing the results for each item, we will first take a brief look at the results for those whose knowledge and skills required for their current job is primarily based on those acquired through their professional activity, i.e. those who cited additional continuous training in your current work and/or learning through work. As the graph below shows in all Member States, with the exception of Portugal (48%), the knowledge and skills used by a majority of respondents in their present job are mainly based on what they have learnt through work. EU25 Q6 In your present job, are your knowledge and skills based mainly on? (Max. 2 answers) Response: additional continuous training in your current work AND/OR learning through work 66% FI CY SI CZ NL SE AT HU LT BE DE EL IE UK EE IT SK FR LU MT ES LV PL PT 79% 77% 77% 75% 74% 73% 72% 72% 70% 69% 68% 67% 67% 67% 67% 65% 65% 64% 63% 63% 62% 60% 60% 56% 48% - 9 -

12 Having assessed the overall results for knowledge and skills acquired through work, we will now look at each of the component items separately. The graph below shows the results for those who state that one of the bases of the knowledge and skills they use in their present job is learning through their work in general along with the results for those who cited additional continuous training in their work. Given our observation in the initial question where Slovenia ranks lowest for the proportion of its citizens who would recommend vocational training or an apprenticeship to someone completing their secondary education, it may come as somewhat of a surprise that Slovenia has the highest proportion of citations for additional continuous training in their current work (44%). Also, close to one in two Slovenian respondents cited learning through work as one of the main bases of their knowledge and skills required for their current job. From this, it would seem that while Slovenians recognise the value of skills learned through work and/or continuous training in their current job, they would however recommend an academic or general path for a young person s third level education. In sharp contrast to the Slovenian result, the graph below shows that Portugal ranks at the other end of the scale with relatively fewer respondents mentioning that they rely on skills acquired through work. Q6 In your present job, are your knowledge and skills based mainly on? (Max. 2 answers) learning through w ork additional continuous training in your current w ork EU25 45% 27% SI FI CY 49% 64% 57% 44% 25% 28% CZ SE 42% 50% 43% 33% NL BE AT 57% 49% 43% 25% 29% 35% HU LT 62% 59% 16 % 17 % UK IE EE SK DE 44% 50% 51% 45% 46% 31% 24% 23% 29% 26% EL FR 53% 47% 19 % 23% IT ES LU 38% 41% 42% 31% 27% 25% MT LV 43% 38% 24% 28% PL PT 39% 40% 28% 23% 26% 20% Finland and Hungary are where the highest proportions cite learning through work as one of the main elements enhancing the knowledge and skills they use in their present job, with respective results of 64% and 62%

13 Q6 In your present job, are your knowledge and skills based mainly on? (Max. 2 answers) Response: your studies or initial training EU25 34% HU DE LT LU LV SK SE BE NL FR EE PT EL SI IE FI CY CZ MT AT ES IT UK PL 49% 47% 44% 43% 41% 41% 40% 39% 39% 38% 38% 38% 37% 36% 35% 33% 33% 32% 32% 32% 31% 26% 25% 25% 20% The graph above shows the results across Member States for those considering that one of the sources of the knowledge and skills they apply in their current work is their studies or initial training. A relatively higher proportion of respondents in Hungary (49%) and Germany (47%) credit their studies or initial training as being one of the main references for the skills necessary for their current job. In contrast, this point of view is shared by one in four or less respondents in Italy, the United Kingdom and Poland. In fact in the previous question we saw that the United Kingdom was one of the champion promoters of Vocational Training for young school-leavers

14 Analysis by socio-demographic characteristics We will first look at the socio-demographic profile of those who cited their studies or initial training as one of the principal bases of the knowledge and skills they use in their current job. Here, it seems that education bears an influence in that respondents who pursued their studies until at least the age of 20 are more inclined to state that knowledge acquired at this stage is one of the main sources of the skills and knowledge required for the purposes of their current job. It is interesting to note that one in two managers cited their studies or initial training as one of the primary references for the knowledge and skills used in their present job. Also, those in large towns are more likely to be of this point-of-view. Q6 In your present job, are your knowledge and skills based mainly on? (M ax. 2 responses) Response: your studies or initial training EU25 34% EDUCATION (END OF) % 27% % RESPONDENT OCCUPATION SCALE Self- employed 26% M anagers 50% Other white collars M anual workers 28% 33% SUBJECTIVE URBANISATION Rural village Small/mid size town Large town 32% 32% 37%

15 Respondents socio-demographic profile does not seem to bear a strong influence on the overall results for knowledge and skills acquired through work i.e. additional continuous training in your current job and/or learning through work. The only factor worth noting is that those who received guidance on training in the past twelve months have a greater tendency to cite at least one of these items (71%) compared to those who have not received such advice (63%). We will now analyse the socio-demographic breakdown of those who specifically cite additional continuous training in their current work as one of the main sources of the skills used in their present job. Although managers are more inclined than other occupation categories to state that one of the main bases for the knowledge and skills they use in their present job is their initial studies or training (50%), it seems that here also this group stands out: a relatively high proportion of managers applies knowledge and skills acquired through supplementary on-going training in their current job. It is worth noting the impact that guidance on career and training has on respondents perceptions here: 37% of those who received such guidance use skills obtained by way of additional continuous training compared to 23% of those who have not. Those who intend following more training in the future are more likely to cite continuous training in their work as one of the main sources of their current knowledge and skills, being the case of 34% compared to 29% who intend following less training in the future. Q6 In your present job, are your knowledge and skills based mainly on? (M ax. 2 responses) Response: additional continuous training in your current work EU25 27% RESPONDENT OCCUPATION SCALE Self- employed 24% M anagers 34% Other white collars M anual workers 27% 25% EVAL. LAST TRAINING Useful 39% Non useful 32% GUIDANCE ON TRAINING Yes 37% No 23% POTENTIAL FUTURE TRAINING More Less 29% 34%

16 2. Training during working time In this section we will first cover respondents views on the number of days of training per year each individual should be entitled to before turning to preferred types of training Right to training In this question citizens were asked how many days they consider that each individual should be entitled to. In order to simplify the reading of results we have re-grouped the responses 0 days, 1 to 3 days and 4 to 8 days into one category 0 to 8 days. The detailed responses for each of these response items are available in the results tables annex. Source questionnaire: Q5-63% of EU citizens believe that each individual should be entitled to at least 9 days of training per year - One in four respondents considers that each individual should be entitled to somewhere between 0 and 8 days. 24% consider that all individuals should be entitled to between 9 and 15 days, 18% say 16 to 30 days and one in five believes that an individual s training allowance should be more than 30 days. Q5 How many days of training per year do you think each individual should be entitled to? 0-8 days 9 to 15 days 16 to 30 days M ore than 30 days EU25 25% 24% 18 % 21% 12 % FI LU SK CZ DE SE NL AT HU EE IE BE IT UK MT FR PL SI CY LV PT ES EL LT 57% 49% 49% 48% 41% 41% 38% 35% 35% 34% 33% 30% 28% 22% 22% 21% 19 % 18 % 18 % 19 % 23% 18 % 29% 26% 30% 13 % 12 % 10 % 21% 17 % 18 % 19 % 9% 15 % 14 % 5% 14 % 30% 5% 8% 16 % 25% 8% 7% 3% 22% 12 % 9% 8% 26% 13 % 7% 6% 24% 10 % 5% 12 % 29% 28% 12 % 14 % 9% 11% 9% 6% 27% 13 % 15 % 6% 24% 21% 13 % 15 % 9% 12 % 19 % 17 % 26% 18 % 14 % 9% 22% 11% 11% 23% 30% 17 % 33% 22% 17 % 23% 18 % 30% 18 % 21% 26% 26% 7 20% 3% 11% 6% 20% 7% 22% 22% 4% 25% 16 % 15 % 26% 20% 5% 23% 26% 16 % 32% 13 % 29% 40% 23% 22% 37% 14 % 60% 10 % 0% 20% 40% 60% 80% 100%

17 Finland is the only Member State where a majority believes that individuals should be entitled to less than 8 days of training per year. In contrast, in Lithuania as many as 60% consider that the annual training budget should be as high as over 30 days. Analysis by socio-demographic characteristics 0-8 days 9 to 15 days 16 to 30 days More than 30 days EU25 25% 24% 18% 21% 12% Education (End of) 15-22% 16% 14% 28% 20% % 25% 18% 20% 11% % 27% 18% 16% 8% Still Studying 17% 24% 21% 27% 11% Respondent occupation scale Self- employed 32% 22% 15% 16% 14% Managers 34% 33% 16% 11% 6% Other white collars 33% 26% 18% 15% 8% Manual workers 26% 25% 20% 19% 10% House persons 18% 17% 14% 28% 22% Unemployed 16% 19% 20% 31% 13% Retired 17% 21% 17% 29% 17% Students 17% 24% 21% 27% 11% In most cases the respondent s profile does not bear a significant influence on respondent s perceptions of the number of days each individual should be entitled to. However, our results show that respondents who studied until at least the age of 20 are more inclined to consider that individuals should be entitled to up to 8 days of training compared to those who completed their education at an earlier age. Managers stand out for the response item 9 to 15 days being cited by one in three. This result is indeed encouraging for the future development of training as managers are likely to be in a position to influence the number of days of training employees in their company would be entitled to

18 2.2. Preferred types of training In this question respondents who currently work were specifically asked the types of training they would choose to follow during working time. Source questionnaire: Q2 - Respondents tend to slightly prefer training organised by external organisations over that provided by their colleagues - At the EU level, 59% of respondents state that they would choose to follow an external training course i.e. a course provided by a training centre/organisation/institution outside your workplace and/or a course provided by a training centre/organisation/institution at your workplace (items shown in light blue in graph) in order to further their career and update their skills during working time. This seems to be slightly more favoured by citizens who currently work over internal training sessions where 55% cite group training in your workplace provided by your employer and/or individual training at your workplace provided by mentor/tutor/colleague (items shown in dark blue in graph below) 6. Q2 Which two of the following types of training would you choose in order to further your career and update your skills during working time? (M ax. 2 answers) % EU Course provided by a training centre/ organisation/institution outside your workplace 38% Group training in your workplace provided by your employer 37% Course provided by a training centre/ organisation/institution at your workplace 28% Individual training at your workplace provided by mentor/tutor/colleague 24% Individual training via the Internet or audio-visual material 12% 8% 6 The figure shows the percentage of respondents who cited either one or both of these options. Respondents who cited both options are counted only once

19 The graphs below show the combined responses for those who would prefer to follow an external training course (items course provided by a training centre/organisation/institution outside your workplace and/or course provided by a training centre/organisation/institution at your workplace and those who would rather opt for an internal training course (items group training in your workplace provided by your employer and/or individual training at your workplace provided by mentor/tutor/colleague in order to further their career and update their skills during working time. Q2 Which two of the following types of training would you choose in order to further your career and update your skills during working time? (Max. 2 answers) - EXTERNAL TRAINING Q2 Which two of the following types of training would you choose in order to further your career and update your skills during working time? (Max. 2 answers) - INTERNAL TRAINING EU25 59% EU25 55% SE LT DE NL FR FI BE UK LU EE CZ IE PT AT HU SK PL SI MT LV EL CY IT ES 75% 72% 70% 69% 69% 65% 64% 63% 63% 62% 61% 60% 59% 58% 57% 57% 57% 56% 56% 55% 52% 51% 50% 48% 40% SI SE FI LT SK MT EL HU UK BE ES NL PL DE IE CY CZ LV FR IT LU AT EE PT 73% 67% 66% 64% 62% 61% 60% 60% 57% 56% 56% 56% 56% 55% 55% 55% 55% 55% 53% 53% 51% 50% 50% 50% 45% 0% 20% 40% 60% 80% 0% 20% 40% 60% 80% Nine of the former EU-15 countries are where the highest proportions of the working population would rather opt for a course organised by an external organisation. Lithuania also ranks among the highest here. Italy and Spain are the only Member States where a minority would prefer to follow an external training course. On the other hand, some of the new Member States have the highest proportions of respondents entrusting someone within the company where they work with their training. Sweden and Finland also rank among the highest opting for internal training sessions

20 Location of external training The graph below shows the detail of our external group i.e. courses provided by a training organisation outside the workplace and those organised within. EU25 Q2 Which two...update your skills during working time? (M ax. 2 answers) Response: course provided by a training org. outside your workplace 38% EU25 Q2 Which two...update your skills during working time? (M ax. 2 answers) Response: course provided by a training org. at your workplace 28% SE NL DE LT FR FI EE BE LU IE MT PT AT LV UK SI CY PL SK EL HU IT CZ 57% 57% 51% 49% 46% 45% 45% 44% 41% 38% 38% 38% 37% 37% 36% 35% 32% 30% 30% 29% 29% 28% 28% 24% CZ LT HU BE UK SK DE LU PT CY PL SI FR FI IE EL AT IT SE NL EE MT LV 40% 39% 34% 32% 32% 31% 29% 29% 29% 29% 29% 28% 28% 27% 26% 26% 26% 25% 25% 24% 23% 22% 19 % 19 % 0% 10% 20% 30% 40% 50% 60% 0% 10% 20% 30% 40% 50% 60% A majority of respondents in Denmark, Sweden and the Netherlands would rather opt for an external training course outside their workplace as one way of updating their skills during working time. However, in the Czech Republic 40% cite an externally-organised course held at their workplace as one of their preferences compared to 24% who cite a course provided by a training organisation held outside their workplace

21 Type of internal training The graph below shows the detail of the type of internal training respondents would prefer to follow. Q2 Which two...update your skills during working time? (M ax. 2 answers) Response: group training in your workplace provided by your employer Q2 Which two...update your skills during working time? (M ax. 2 answers) Response: individual training at your workplace provided by mentor/tutor/colleague EU25 37% EU25 24% SI 53% SE 40% HU MT LV 50% 50% 47% LT SI FI 37% 36% 31% CY FI ES 44% 42% 42% UK AT 30% 28% 28% SK 41% SK 27% DE 41% FR 27% LT 40% CZ 27% EL PL 39% 39% BE EL 26% 25% SE BE 38% 38% NL IE 25% 24% PT 38% EE 24% NL IE UK 37% 37% 35% IT PL CY 24% 23% 20% LU FR CZ 35% 34% 33% ES DE LU 20% 19 % 18 % EE 33% HU 17 % AT IT 31% 30% MT LV 16 % 9% 29% PT 9% 0% 10% 20% 30% 40% 50% 60% 0% 10% 20% 30% 40% 50% 60% In Slovenia, Hungary and Malta at least one in two cited group training provided by their employer as one of their two preferred types of training. However, Sweden ranks highest on the individual scale with two in five preferring individual training given by a colleague as a means of updating their skills during working time

22 Analysis by socio-demographic characteristics The table below shows some of the socio-demographic variables which seem to bear an influence on preferences for internal and external training. INTERNAL EXTERNAL EU25 55% 59% Age % 57% % 62% % 59% % 50% Education (End of) 15-57% 48% % 58% % 65% Respondent occupation scale Self- employed 42% 52% Managers 53% 71% Other white collars 58% 61% Manual workers 60% 56% Eval. last training Useful 60% 66% Not useful 55% 64% Guidance on training Yes 60% 65% No 53% 57% Potential future training More 56% 69% Less 58% 59% The following characteristics are the most interesting: Younger citizens who work, aged between 15 and 24, tend to trust internal sources for training compared to those who are older; The working population who continued their studies until at least the age of 20 are more inclined to prefer to follow training sessions given by external providers; As we might expect, the higher ranks in companies (managers) are more inclined to prefer external training as a way of furthering their career or updating their skills than those in other occupation categories; The working population who found their last training useful are more likely to prefer internal training than those who did not find this useful; Respondents who believe that they will follow more training in the coming twelve months have a greater tendency to prefer training given by external organisations

23 The table below highlights the detail of the location of external training and the type of internal training. INTERNAL EXTERNAL Group training in your workplace provided by your employer Individual training at your workplace provided by mentor/tutor/colleague Course provided by a training centre/ organisation/institution outside your workplace Course provided by a training centre/ organisation/institution at your workplace EU25 37% 24% 38% 28% Sex Male 36% 25% 37% 26% Female 38% 24% 39% 30% Age % 31% 35% 27% % 25% 40% 28% % 23% 38% 28% % 22% 27% 26% Education (End of) 15 42% 21% 26% 25% % 25% 37% 27% % 25% 43% 29% Respondent occupation scale Self- employed 22% 24% 34% 21% Managers 35% 24% 50% 29% Other white collars 36% 29% 39% 30% Manual workers 45% 22% 32% 28% Eval. last training Useful 40% 27% 43% 31% Non useful 34% 26% 43% 30% Guidance on training Yes 39% 28% 43% 30% No 36% 23% 36% 27% Potential future training More 35% 28% 45% 30% Less 38% 28% 38% 27% The tendencies observed at the overall level of external and internal training are reflected in the detail of the actual response items. The only additional factor worth noting is the influence of gender. Females are more likely than males to prefer to follow a course organised by an external organisation at their workplace

24 3. Training outside working time In this section we will focus on training that the working population would be willing to follow in their free-time Willingness to learn in free-time Source questionnaire: Q4 - Working citizens commitment to training is strongly demonstrated by the high proportion (73%) willing to undergo training activities in their free time - As many as three in four citizens who work would be willing to follow training in their free time. Moreover, the detail of the yes result reveals that this is equally split between yes, certainly responses, 36% and yes, probably responses, 37%. This result underlines the commitment of the European working population to vocational training

25 Q4 Would you be willing to attend training activities in your free time? Answers: Yes % EU Yes No Country Results The Netherlands 87% Germany 86% Denmark 84% Latvia 80% Lithuania 79% Slovenia 79% Sweden 78% Czech Republic 78% Belgium 76% United Kingdom 75% Estonia 75% Poland 75% Austria 74% Slovakia 74% EU25 73% Finland 73% Greece 72% Luxembourg 70% Spain 68% Malta 68% Ireland 67% France 66% Hungary 66% Italy 61% Cyprus 58% Portugal 53% 3% 25% Legend 81% - 100% 71% - 80% 61% - 70% 0% - 60% 73% In the Netherlands, Germany and Denmark, over four in five citizens would be willing to follow training in their free time. Following close behind, are Latvia (80%), Lithuania (79%), Slovenia (79%), Sweden (78%) and the Czech Republic (78%). In each and every Member State, a majority of the working population confirm their willingness to attend training activities in their free time

26 Analysis by socio-demographic characteristics The graph below shows the socio-demographic variables revealing the most striking influence on respondents commitment to training in their free time. Q4 Would you be willing to attend training activities in your free time? Response: yes EU25 73% EDUCATION (END OF) 15-58% % 79% RESPONDENT OCCUPATION SCALE Self- employed M anagers Other white collars M anual workers 69% 82% 73% 70% EVAL. LAST TRAINING Useful Non useful 84% 78% GUIDANCE ON TRAINING Yes 84% No 68% POTENTIAL FUTURE TRAINING More Less 73% 86% The more highly educated respondents seem more committed to pursuing their education throughout their career, with 79% of this group confirming their willingness to attend training activities in their free time. We could therefore conclude that the more people study the more eager they are to pursue their education through life. Managers (82%) tend to be more motivated than other occupation groups to dedicate their free time to training. Manager s commitment to their own education and training is indeed encouraging for the importance that we could therefore hope they would give to their company s training policy. As we might expect, respondents who consider that their last training was useful are more motivated to extend their interest in training to their leisure time. Respondents who confirmed that they have received guidance on training are considerably more motivated to follow training in their free time than those who have not. We could therefore assume that guidance could boost commitment to Vocational Training. Finally, those who believe that they will follow more training are also more committed to extending this commitment to their free time

27 3.2. Preferred types of training Source questionnaire: Q3 - One in two would opt for a course provided by a training centre, organisation or institution as one way of progressing in their career - Close to one in two of the working population would choose a course provided by a training organisation as a way of furthering their career and updating their skills. Following next we see that 31% would take a career break in order to follow a different professional path. 28% would prefer seminars or conferences as a means of furthering their career and updating their skills. The more independent route, via elearning or correspondence courses would be preferred by a relatively lower proportion of this group with respective results of 17% and 10%. Q3 Which two of the following types of training would you choose in order to further your career and update your skills outside working time? (M ax. 2 answers) % EU Course provided by training centre/ organisation/institution 49% Training leave from work to pursue new career interest 31% Seminars, conferences 28% Individual training via the Internet or audio-visual material 17 % Correspondence courses 10 % 9%

28 The table above shows the breakdown of results at the Member State level. Course provided by training centre/ organisation/ institution Training leave from work to pursue new career interest Seminars, conferences Individual training via the Internet or audiovisual material Correspondence courses EU25 49% 31% 28% 17% 10% 9% 63% 36% 28% 23% 5% 6% CZ 62% 27% 24% 10% 4% 7% SE 60% 42% 46% 17% 5% 4% BE 59% 37% 32% 21% 6% 4% NL 58% 29% 32% 20% 5% 5% FI 58% 33% 37% 24% 2% 6% PL 55% 30% 16% 13% 8% 11% UK 53% 32% 22% 24% 17% 9% FR 52% 42% 22% 17% 15% 5% SK 52% 30% 31% 10% 6% 5% EE 51% 34% 34% 15% 7% 6% IE 50% 29% 30% 12% 12% 13% SI 50% 30% 52% 25% 6% 6% DE 47% 27% 39% 23% 11% 5% HU 47% 24% 21% 22% 18% 13% MT 46% 32% 27% 27% 8% 8% LU 45% 23% 43% 8% 10% 12% AT 45% 24% 35% 9% 12% 13% LT 45% 19% 50% 19% 46% 9% PT 44% 33% 17% 5% 2% 21% ES 43% 26% 21% 10% 9% 18% EL 40% 6% 66% 11% 4% 10% IT 38% 30% 28% 10% 5% 12% LV 38% 27% 37% 11% 14% 11% CY 37% 13% 43% 12% 4% 28% The following points are worth highlighting: Over three in five respondents in Denmark, the Czech Republic and Sweden cited a course provided by a training centre; France and Sweden stand out for the relatively higher proportion of their working population who cited a career break in order to pursue a new direction in their professional life as a way of furthering their career in their free time; In Greece, as many as 66% of the working population cited seminars or conferences in order to further their career and update their skills;

29 Correspondence courses seem relatively popular with Lithuanians with 46% stating this as one of their preferred means of furthering their career and updating their skills in their free time. Analysis by socio-demographic characteristics In most instances, the socio-demographic characteristics do not exert a particularly strong influence. Some of the more striking ones are highlighted in bold in the table below: Seminars, conferences Training leave from work to pursue new career interest Correspondence courses Course provided by training centre/ org./ institution Individual training via the Internet or audiovisual material EU25 28% 31% 10% 49% 17% 9% Education (End of) 15-21% 26% 8% 39% 12% 21% % 32% 11% 49% 16% 9% % 30% 9% 53% 19% 5% Respondent occupation scale Self- employed 28% 23% 8% 42% 20% 15% Managers 42% 27% 10% 54% 20% 4% Other white collars 29% 33% 10% 51% 16% 5% Manual workers 21% 34% 11% 48% 14% 12% Eval. last training Useful 34% 32% 10% 55% 18% 3% Not useful 29% 39% 9% 51% 16% 4% Guidance on training Yes 34% 32% 11% 55% 19% 3% No 27% 30% 10% 47% 16% 11% Potential future training More 31% 34% 11% 56% 18% 3% Less 28% 36% 13% 48% 18% 6% Respondents who pursued their studies until at least the age of 20 are more inclined to prefer to attend seminars or conferences in their free time compared to those who completed theirs at an earlier age. Managers are also more likely to prefer to attend seminars or conferences in their free time as a means of pursuing their career compared to those in other occupation categories. Up until now we have drawn a parallel between the more highly educated respondents and managers. Those who did not find their most recent training useful are more inclined to go for the career break option compared to those who found their training useful. Recipients of guidance on training and careers tend to prefer to attend seminars and/or courses provided by a training organisation. Finally, those who consider that they will follow more training in the coming twelve months are more likely to prefer courses provided by a specialised centre

30 4. Recent training In this section we will examine the type of training, if any, citizens have recently followed Types of training Source questionnaire: Q7 - As many as 57% of EU citizens spontaneously indicate that they have not followed a training course in the last twelve months - 57% of EU citizens spontaneously indicate that they have not followed a training course in the last twelve months. There is a considerable difference in results here for the old European Union (56%) and the new Member States (64%). Q7 During the last twelve months, have you participated in any of the following training courses? (M ultipe answers possible) % EU None (SPONTANEOUS) 57% Participated in training course 40% 2%

31 For each of the types of training covered in this question, only a minority confirm their recent participation. 22% of those who have received some training in the last twelve months followed a vocational training course within the context of work. One in ten of this group participated in an informal training course in the workplace. 7% of them followed a vocational training course outside the context of their work. Only 6% of this group followed a training course for those seeking employment. Q7 During the last twelve months, have you participated in any of the following training courses? (M ultiple answers possible) % EU None (SPONTANEOUS) 57% Vocational training courses within the context of your work 22% Informal training in your workplace 11% Training courses other than vocational 8% Vocation training courses outside the context of your work Training courses for persons seeking employment, with the aim of insertion onto the labour market 7% 3% Other (SPONTANEOUS) 2% 2%

32 Vocational Training within and outside the work context At the Member State level, we will first analyse the overall citations for Vocational Training i.e. those who responded Vocational Training courses within the context of their work and/or Vocational Training courses outside the work context 7. EU25 Q7 During the last twelve months, have you participated in any of the following training courses? Response: Vocational training courses within the context of your work AND/OR Vocation training courses outside the context of your work 27% NL FI FR SE EE SI BE UK CZ LU DE AT LV IT ES PL SK LT CY MT HU PT EL IE 31% 30% 30% 30% 29% 29% 29% 28% 27% 27% 27% 26% 25% 25% 25% 24% 23% 22% 18% 13% 11% 11% 43% 43% 42% The graph above shows the % of respondents who answered Vocational Training within and/or outside the context of their work. In all Member States, only a minority of respondents have participated in a Vocational Training course. Denmark, the Netherlands and Finland are the Member States where most respondents confirm their participation in a Vocational Training course in the past twelve months. In Portugal (13%), Ireland (11%) and Greece (11%), considerably low proportions of respondents have recently followed a Vocational Training course. 7 The figure shows the percentage of respondents who cited either one or both of these options. Respondents who cited both options are counted only once

33 Training in the workplace We will now examine the results for those confirming that they have followed Vocational Training courses within the context of their work and/or informal training in their workplace 8. EU25 Q7 During the last twelve months, have you participated in any of the following training courses? Response: Vocational training courses within the context of your work AND/OR Informal training in your workplace 28% NL FI SE UK LU CZ SK SI BE FR EE DE LV MT AT LT PL CY ES IT IE HU PT EL 31% 31% 31% 31% 30% 30% 29% 27% 27% 26% 25% 25% 24% 22% 20% 20% 18% 18% 13% 12% 46% 45% 44% 42% 39% The results suggest that companies in the Netherlands and the Nordic Member States seem to be most committed to training their employees with at least two in five citing Vocational Training courses within the context of their work and/or informal training in their workplace. This could well be related to the fact that companies in these relatively richer countries have greater financial means to provide their staff with training. It would seem that a closer examination of the situation with regard to company training in these countries could be worthwhile The situation does not seem so bright in firms in Ireland, Hungary, Portugal and Greece where 18% or less have followed a training course in their workplace in the last twelve months. 8 The figure shows the percentage of respondents who cited either one or both of these options. Respondents who cited both options are counted only once

34 No recent training Finally, it is worth looking at the Member State breakdown of those who spontaneously indicated that they have not followed any training course in the past twelve months. Q7 During the last twelve months, have you participated in any of the following training courses? (Multiple answers possible) Response: None (Spontaneous) EU25 57% EL PT PL HU MT CY IE LV SK DE ES FR IT LT CZ EE SI BE LU AT UK NL FI SE 84% 80% 68% 66% 64% 63% 60% 60% 60% 59% 58% 57% 57% 57% 56% 56% 56% 54% 54% 53% 48% 47% 41% 41% 37% It is worth noting that in twenty of the Member States more than half the respondents indicated that they have not followed a training course in the last year. The situation in Greece and Portugal is of particular concern where at least four in five citizens have not participated in any training activities in the past twelve months

35 Analysis by socio-demographic characteristics In the graph below we have combined the results for Vocational Training within and/or outside the work context. Q7 During the last twelve months, have you participated in any of the following training courses? (M ultiple answers possible) Response: Overall Vocational Training EU25 27% SEX Male Female 29% 25% EDUCATION (END OF) % Still Studying RESPONDENT OCCUPATION SCALE 16 % 25% 41% Self- employed M anagers Other white collars M anual workers House persons Unemployed Retired Students EVAL. LAST TRAINING 7% 14 % 4% 16 % 29% 40% 31% 57% Useful 73% Not useful 60% GUIDANCE ON TRAINING Yes 54% No 18 % POTENTIAL FUTURE TRAINING More Less 42% 35% The following interesting tendencies are revealed: Males (29%) are more likely than females (25%) to have participated in a Vocational Training course within the last year; Respondents who pursued their studies until at least the age of 20 are more likely to have recently followed a Vocational Training course; Within the occupation category, managers stand out for the relatively high proportion who have participated in such a training course; Those who believe that their last training was useful (73%) tend to be more inclined to have followed a Vocational Training course recently than those who consider that their training was not useful (60%);

36 Respondents who recently received guidance on their career or training (54%) seem to be more likely to have followed a Vocational Training course than those who did not receive such advice (18%); Finally, those who believe that they will follow even more training in the coming twelve months (42%) are also more likely to have recently followed a Vocational Training course compared to those who believe that they will follow less (35%). The graph below shows the results for the most cited type of training, Vocational Training within the work context. Q7 During the last twelve months, have you participated in any of the following training courses? (M ultiple answers possible) Response: Vocational training courses within the context of your work EU25 SEX Male Female EDUCATION (END OF) Still Studying RESPONDENT OCCUPATION SCALE Self- employed M anagers Other white collars M anual workers House persons Unemployed Retired Students EVAL. LAST TRAINING Useful Not useful GUIDANCE ON TRAINING Yes No POTENTIAL FUTURE TRAINING More Less 22% 24% 20% 9% 20% 35% 10 % 20% 51% 33% 27% 3% 8% 2% 10 % 60% 42% 47% 13 % 33% 27% The same tendencies as those revealed above for overall vocational training are reflected in the principal component item, Vocational training within the context of your work : Males (24%) are more likely than females (20%) to have participated in a Vocational Training course within the context of their work in the last year; Respondents who pursued their studies until at least the age of 20 are more likely to have recently followed a Vocational Training course within the work context;

37 Within the occupation category, managers stand out for the relatively high proportion who have participated in such a training course; Those who believe that their last training was useful (60%) tend to be more inclined to have followed this type of training recently than those who consider that their training was not useful (42%); Respondents who recently received guidance on their career or training (47%) seem to be more likely to have followed a course on Vocational Training than those who did not receive such advice (13%); Finally, those who believe that they will follow even more training in the coming twelve months (33%) are also more likely to have recently followed a Vocational Training course compared to those who believe that they will follow less (27%). The graph below shows that the socio-demographic tendencies observed for Vocational Training recur for overall training in the workplace: vocational training courses within the context of your work and/or informal training in your workplace. This would suggest that respondents of a similar profile tend to follow training courses, regardless the type. Q7 During the last twelve months, have you participated in any of the following training courses? (M ultiple answers possible) Response: Overall Training in the Workplace EU25 28% SEX Male Female 30% 25% EDUCATION (END OF) % % % Still Studying 12 % RESPONDENT OCCUPATION SCALE Self- employed 26% M anagers 61% Other white collars Manual workers House persons Unemployed Retired Students EVAL. LAST TRAINING 5% 10 % 3% 12 % 43% 34% Useful 74% Not useful 57% GUIDANCE ON TRAINING Yes 57% No 18 % POTENTIAL FUTURE TRAINING More Less 42% 36%

38 4.2. Reasons for training In the next two sub-sections, our respondent base is reduced to those who confirmed that they participated in at least one of the training courses covered above. Source questionnaire: Q8 - The reason cited most often for recent training is the wish to develop skills generally - Q8 Thinking about your recent training, did you undertake this for any of the following reasons? (M ax. 3 responses) % EU To develop your skills generally To perform new tasks or more demanding tasks in your current job Career advancement or promotion 25% 36% 48% Better pay To prepare you for a new job To develop your computer skills I was obliged by my employer 17 % 14 % 14 % 14 % To prepare you for an entirely new career To find a new job To develop your foreign language skills To obtain unemployment benefits that depend on training attendance None of these (SPONATNEOUS) Other (SPONTANEOUS) 8% 6% 5% 1% 2% 1% 1% What are the main driving factors for those who have undergone a recent training? One of the primary reasons for one in two of this group was to develop their skills generally as opposed to following a more specialised training. Following next, we see that 36% stated that one of the reasons they undertook their recent training was in order to perform new or more demanding tasks in their current job. One in five (17%), confirm that one of the motivating factors for their recent training was hope of better pay