Background

1. The 'KeyNet Project', which involves partner countries in the European Union, addresses the issue of competence development as a means to increase employability. The 'competence' refers to the promotion, on a life-long basis, of creativity, flexibility, adaptability, the ability to 'learn to learn', and to solve problems. The focus of the Project is on the key skills that enhance competence development in -

unemployed youth with minimum qualifications; and ·
the older long-term unemployed workers.

Both these target groups are a priority within the specified aims of 'New Community Activities' in the field of education, training and youth. The Project is set within the context of Theme 1 of the EU's 'Employment Guidelines, Improving Employability', and aims to develop preventive and employability-orientated strategies, building on the early identification of individual needs (Presidency Conclusions of the Extraordinary European Council Meeting on Employment. Luxembourg, 20-21/11/97).

The strategies adopted in this Project are based on -

the identification and analysis of the 'key skills' needs of youth and the older, long-term unemployed people; and
the systematic co-operation and networking of educational, labour and welfare services in order to help these unemployed individuals build up the necessary skills for their social and employment integration.

However, the Project is not only concerned with the skills needs of the the target groups, but also with the context within which these needs are shaped and met. Accordingly, the data have been largely collected and analysed in the context of Employment Pact Areas.

The over-arching Project remit suggests that, by emphasising the development of key skills for both the young and the older unemployed persons, the philosophy of a 'second chance' is projected with reference to either education or employment. The development of 'key skills' is seen as a 'channel' through which social groups facing exclusion from the labour market will be prepared for a 'second chance' for education and training. In addition to the needs of the individual youth and long-term unemployed, the Project also addresses the needs of employers who require staff that are not only able to fulfil the basic requirements of their jobs but can also demonstrate their competence in the key skills at appropriate levels. Inevitably, it will, in addition, be relevant to professionals who work in local authorities, training institutions or welfare services dealing with the target groups, for example, in encouraging the dissemination of good practice.

 

2. TEP Area Profile

METHODOLOGY
This 'strategy' paper attempts to draw upon the range of data accumulated and the experiences gained during the course of the KeyNet Project in order to draw up a strategy for addressing the issue of unemployment in the two target groups. It comprises a set of 'action points' that, if implemented, could lead to the development of effective key skills development programmes for use in TEPs and other economic and social areas of the EU. This strategy is based on the model below:

The TEP should work through the following stages of analysis and evaluation: STAGE 1 Undertake a survey and analysis of the socio-economicnature of the TEP. Produce a picture of (I) the area, (ii) thetarget group(s), (iii) the resulting 'needs'. STAGE 2 Evaluate the current levels of skill and key skill achievementin the population or target group(s). Find out the currentprogrammes of key skill delivery, isolating examples of goodpractice. Pilot these. STAGE 3 Evaluate the success of key skill delivery and assessment strategies. Draw conclusions about possibilities of wider dissemination of these. STAGE 4 Itemise and evaluate the lessons from Stages 2 and 3. Draw up a development programme for the TEP/local area which includes the following: Examples of good practice in the delivery of key skills. Examples of good practice in assessment of individual achievement. Exemplars for the use of both teacher/trainer and student/trainee. Explanation and guidance for employers.

 

 

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