Work based learning in Switzerland by Lutz-Peter Berg_Learning through Work Symposium 2014
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The document discusses work-based learning in Switzerland, with a focus on industry commitment and engagement. It notes that companies are at the heart of the Swiss vocational education system, defining training content through sector associations and taking on apprentices. Companies benefit economically from apprenticeships due to productive output from apprentices outweighing costs. This strong employer involvement and demand-driven model supports Switzerland's highly skilled workforce and contributes to its economic success and low youth unemployment.
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Work based learning in Switzerland by Lutz-Peter Berg_Learning through Work Symposium 2014
- 1. Work based learning in Switzerland: Industry commitment and engagement Edinburgh, 4. November 2014 Lutz-Peter Berg, Swiss Embassy London
- 2. Industry Engagement Companies: Apprenticeships Vocational Colleges Government & Funding Agencies Learners
- 3. Employers already at the heart of the system Companies Apprenticeships Vocational Colleges (State schools) Sector associations Government (National standards) Regional Government (implementation , supervision) Learners
- 4. Outline • The Swiss education system & economic success are based on work-based learning • Companies are the driver of the VET system • System overview: why don’t 45% of Swiss youngsters train in Media or CSI? • Outcomes: employers, learners, economy • Spirit of «Swiss training»: put employers in charge !
- 5. Outline • The Swiss education system & economic success are based on work-based learning • Companies are the driver of the VET system • System overview: why don’t 45% of Swiss youngsters train Media or CSI? • Outcomes: employers, learners, economy • Spirit of «Swiss training»: put employers in charge !
- 6. Work-based learning Apprenticeship - a dual-track (+) approach (3 or 4 years) practice company 3 – 4 days per week theory vocational school 1 – 2 days per week practice/course intercompany-courses 3-8/ programme
- 7. Swiss Education System: based on work based learning Grammar School 26%% WBL is standard route into employment FE College 10% Work Work based learning (Dual apprenticeship) (3 or 4yrs) 64% Uni of Appl. Science Uni 7% % Compulsory education to 15/16 (tertiary) Fed Diploma / Bacc 93.7% (upper sec) GCSE (lower sec) general education FE College
- 8. Swiss economy: high skills at every level • Highly competitive knowledge economy • Export- oriented • Strong manufacturing • Strong high tech: pharma, medtech, engineering, microtech But: very high cost (+ strong Swiss Franc!) Recipe for success: best product in business niche
- 9. Swiss economy: high skills at every level • Top university graduates • e.g. Automation & Mechatronics Technicians • e.g. Office staff, IT support, etc. «The best people you can get are our former apprentices who have gone on to Univ. of Applied Science and return – they beat elite university graduates hands down…» Stryker (US-headquartered Medtech) “Significant talent pipeline for the bank: further options for training and career development within the bank after graduation…” Credit Suisse (global bank)
- 10. Outline • The Swiss education system & economic success are based on work-based learning • Companies are the driver of the VET system • System overview: why don’t 45% of Swiss youngsters train Media or CSI? • Outcomes: employers, learners, economy • Spirit of «Swiss training»: put employers in charge !
- 11. What drives the system ? Companies Apprenticeships Companies: • 30-40% of Swiss companies offer apprenticeships • Large companies and SMEs • Almost all companies hire staff with apprenticeships
- 12. Why ? (training salaries, training costs….) Uninterupted training/guild tradition ? 2/3 of young people choose apprenticeships (work based) ? Education system developed around apprenticeships ? Social responsibility of employers ? It pays! Highly skilled workforce Return on investment
- 13. Cost/benefit Swiss companies with apprenticeships (million Swiss Francs, 2009) 6000 5000 4000 3000 2000 1000 0 474 5350 5824 Net benefit Productive output by apprentices Gross costs Quelle: Wolter & Strupler 2012
- 14. Averaged company net-benefit per apprentice (CHF) Quelle: Wolter & Strupler 2012 Vocational Education and Training 3 Years Vocational Education and Training 4 Years Gross costs 86‘415 115‘670 Productive output generated by apprentice 95‘128 124‘057 Net-benefit for the company offering apprenticeship-positions 8‘713 8‘387
- 15. Why do only a third of Swiss companies train apprentices? • Benefit at end of training • Benefit when retaining apprentice • Benefit from over-training • No benefit • Not able to train Apprenticeships offered by companies who benefit economically
- 16. What drives the system ? Sector associations Training content Sector organisations: Companies Apprenticeships • Umbrella organisations for companies • Define learning content • Updating frameworks / new frameworks
- 17. Example of Sector Associations: Engineering Umbrella organisation (with Education Commission) • 1000 member companies • 17 full-time employees for vocational training • developing frameworks, teaching materials, running training centres • Swissmem companies train approximately 8.200 apprentices
- 18. Example of Sector Associations: ICT Switzerland 22 Associations, e.g.: Swiss Telecommunications Association Swiss Open Systems User Group Fibreoptic Network Switzerland EuroCloud Swiss Swiss Society for Medical Informatics Swiss Internet Industry Association Business Informatics Association Western Switzerland Informatics . . 25 Big Companies, e.g: Accenture AG Cisco Systems Credit Suisse AG Google Switzerland Hewlett-Packard Huawei Technologies IBM Schweiz AG Microsoft Schweiz SAP (Schweiz) AG Swisscom AG UBS AG
- 19. Example of Employer: Credit Suisse (Global Financial Services) 750 apprentices in Switzerland (IT and commercial) • Project Management IT • Application Developer IT • Cash Service • Ass. Relationship Manager • Credit Management • Operations “Significant talent pipeline for the bank: further options for training and career development within the bank after graduation…”
- 20. Example of employer Source: Credit Suisse
- 22. Kevin Wagner, ICT fast track Source: Credit Suisse
- 23. 23 Example of Employer: Source: Swiss Re
- 24. Junior Power • Project week • JP Times • Events Source: Swiss Re
- 25. Example of employer: Fraisa (SME) Why Apprenticeship at Fraisa: • Best Training for further Fraisa Employees • Best Selection for further Fraisa Employees • Easiest integration to the company • Best introduction to the industrial reality • Best chance to get a job immediately • Social Responsibility • Good Investment/ Best Cost Efficiency 25 Source: Fraisa
- 26. Example of employer: Fraisa (SME) Qualifications at Fraisa • BSc, Master, PhD: 58 • Training on the job: 56 • Apprenticeship: 66 2012 => 50% get a job at Fraisa SA 2011 => 80% get a job at Fraisa SA 26 Source: Fraisa
- 27. Examples of employers: conclusions Apprentices are everywhere They are highly skilled They are valued by employers They are important to employers Apprenticeships have prestige !
- 28. Outline • The Swiss education system & economic success are based on work-based learning • Companies are the driver of the VET system • System overview: why don’t 45% of Swiss youngsters train in Media or CSI? • Outcomes: employers, learners, economy • Spirit of «Swiss training»: put employers in charge !
- 29. Swiss Education System Grammar School 26%% FE College 10% Work Dual apprenticeship (3 or 4yrs) 64% Uni of Appl. Science Uni open admission 7% % Tertiary vocational qualifications (NOT apprenticeships!!) Compulsory education to 15/16 tertiary (tertiary) Fed Diploma / Bacc 93.7% (upper sec) GCSE (lower sec) entry exam general education FE College 2yr pre-apprenticeships, bridge courses, mentoring, life skills etc. Recruitment by company
- 30. Who pays ? Public funding CHF 3.5 billion (2012) Confederation: approx. ¼ / Cantons: approx. ¾ • Vocational schools, general infrastructure, local implementation • No incentive payments ! Inputs from business > CHF 5 billion (2009) (companies, trade & industry organisations,) • Training salaries • Dedicated trainers/experts • definition of training content, exams/assessments • Experts assess other companies‘ apprentices Higher Training: companies & learners pay
- 31. Outline • The Swiss education system & economic success are based on work-based learning • Companies are the driver of the VET system • System overview: why don’t 45% of Swiss youngsters train Media or CSI? • Outcomes: employers, learners, economy • Spirit of «Swiss training»: put employers in charge !
- 32. Cost/benefit Swiss companies with apprenticeships (million Swiss Francs, 2009) 6000 5000 4000 3000 2000 1000 0 474 5350 5824 Net benefit Productive output by apprentices Gross costs Quelle: Wolter & Strupler 2012
- 33. Private, fiscal and social returns on education (men) Benefits from a higher level of education compared to the next-lowest level Source: Education Report Switzerland 2010: 284 Quelle: Bildungsbericht Schweiz I 2010, S. 286
- 34. Low (youth) unemployment Source: OECD / August, 06 2013 0 10 20 30 40 50 60 Japan Germany Switzerland Norway Austria Korea Mexico Netherlands Australia Israel Iceland Denmark Canada Russian Federation United States Chile OECD countries Turkey New Zealand Finland Luxembourg Czech Republic Belgium Estonia Slovenia United Kingdom Sweden France Poland Hungary Ireland Slovak Republic Italy Protugal South Africa Spain Greece % age group 25-64 % of age group 15-24
- 35. Competitiveness and innovation Rank WEF Global Competitiveness Index 2012-2013 IMD World Competitiveness Scoreboard 2013 European Innovation Scoreboard 2013 1 Switzerland USA Switzerland 2 Singapore Switzerland Sweden 3 Finland Hong Kong Germany 4 Sweden Sweden Denmark 5 Netherland Singapore Finland
- 36. Outline • The Swiss education system & economic success are based on work-based learning • Companies are the driver of the VET system • System overview: why don’t 45% of Swiss youngsters train Media or CSI? • Outcomes: employers, learners, economy • Spirit of «Swiss training»: put employers in charge !
- 37. Spirit of «Swiss training»: put employers in charge ! Labour-market orientation • dual-track approach to learning, driven by employer • content: driven by industry associations (i.e. employer) • apprentice recruitment: demand-driven (employer) • skills supply matches labour market, not education provider market Standard entry route to work (“difficult to be NEET”) Labour mobility (due to small number of standard qualifications) Good personal returns & economic returns Low unemployment, high competitiveness and innovation
- 38. Thank you for your attention!
Notas do Editor
- -It is one of the fundamental principle of the Swiss VET/PET system that it is based on a cooperation between the Confederation, the Cantons and trade associations or professional organisations that include trade associations and other social partners. (-This is actually set forth in Art. 1 of the Vocational and Professional Education and Training Act (VPETA).) Professional organisations Annimation -Professional organisations (which include trade associations and social partners) are mainly responsible for curricula. -They sit in the driver seat and define and update the content of vocational and professional education programs. -In addition they hold responsibility for PET qualification procedures. -This ensures that VET as well as PET respond to the economic needs, match the qualifications needed and take into account the actual number of jobs available. Annimation -The members of the trade associations, the companies provide VET apprenticeships and also offer some PET traineeships. Cantons -The 26 cantons are responsible for implementing and supervising the VET/PET system. -Supervisory activities cover counseling and support to the parties of apprenticeship contracts (VET students and host companies). -Concerning implementation, the cantons are responsible for implementing VET programs in vocational schools and running occupational, educational and career guidance counseling offices. -Apprenticeship marketing also belongs to the tasks of the cantons. Confederation -Last but not least on the level of the confederation there is on the one hand the State Secretariat for Education, Research and Innovation, that is responsible for VET and PET sector at the federal level. -Basically the SERI is responsible for strategic management and development. -This includes for example: quality assurance as well as ensuring comparability and transparency of courses throughout Switzerland. -On the other hand there is the Swiss Federal Institute for Vocational Education and Training (SFIVET). SFIVET belongs to the same department as the SERI and provides tertiary-level basic and continuing training to VET/PET professionals. SFIVET also conducts research and development in the VET/PET field. There are locations in all three language regions: in Zollikofen, Lausanne and Lugano.
- -It is one of the fundamental principle of the Swiss VET/PET system that it is based on a cooperation between the Confederation, the Cantons and trade associations or professional organisations that include trade associations and other social partners. (-This is actually set forth in Art. 1 of the Vocational and Professional Education and Training Act (VPETA).) Professional organisations Annimation -Professional organisations (which include trade associations and social partners) are mainly responsible for curricula. -They sit in the driver seat and define and update the content of vocational and professional education programs. -In addition they hold responsibility for PET qualification procedures. -This ensures that VET as well as PET respond to the economic needs, match the qualifications needed and take into account the actual number of jobs available. Annimation -The members of the trade associations, the companies provide VET apprenticeships and also offer some PET traineeships. Cantons -The 26 cantons are responsible for implementing and supervising the VET/PET system. -Supervisory activities cover counseling and support to the parties of apprenticeship contracts (VET students and host companies). -Concerning implementation, the cantons are responsible for implementing VET programs in vocational schools and running occupational, educational and career guidance counseling offices. -Apprenticeship marketing also belongs to the tasks of the cantons. Confederation -Last but not least on the level of the confederation there is on the one hand the State Secretariat for Education, Research and Innovation, that is responsible for VET and PET sector at the federal level. -Basically the SERI is responsible for strategic management and development. -This includes for example: quality assurance as well as ensuring comparability and transparency of courses throughout Switzerland. -On the other hand there is the Swiss Federal Institute for Vocational Education and Training (SFIVET). SFIVET belongs to the same department as the SERI and provides tertiary-level basic and continuing training to VET/PET professionals. SFIVET also conducts research and development in the VET/PET field. There are locations in all three language regions: in Zollikofen, Lausanne and Lugano.
- Let me start now with Vocational Education and Training – first I will show you a movie that gives you an idea why VET works in Switzerland. Film: „direction, career, choice, future“ (9 Min.)
- Let me start now with Vocational Education and Training – first I will show you a movie that gives you an idea why VET works in Switzerland. Film: „direction, career, choice, future“ (9 Min.)
- -The majority (approximately 85%) of Swiss VET programs follow a dual-track approach that combines practice with theory. -There are programs for example in the commercial or IT sector that follow a single-track approach. If this is the case all general education courses, vocational courses and vocational training courses are provided exclusively by the vocational school as a part of a full-time VET curriculum. -With the dual-track approach however, practical training courses are carried out by host companies, where apprentices spend 3 to 4 days per week. -The involvement of the companies in vocational education programmes is voluntary. -More or less 30-40% per cent of the Swiss companies being able to form apprentices offer apprenticeship positions. -The apprentices are fully integrated in the workflow and produce output for the company. -The employer-employee relationship is regulated by an apprenticeship contract. -This is in almost every respect equivalent to regular work contracts, but it includes a clause whereby the host company agrees to provide the student with practical training. -The apprenticeship contract also sets forth the salary conditions for the entire period of training. -The vocational schools provide students with general education courses and vocational education instruction courses during 1 to 2 days per week at the vocational school. -There is also one auxiliary study/training location, the so-called industry courses. -Industry courses are meant to complement work-based training and classroom instruction. -Industry courses often take place at third-party training centers run by the industries involved.
- Let me start now with Vocational Education and Training – first I will show you a movie that gives you an idea why VET works in Switzerland. Film: „direction, career, choice, future“ (9 Min.)
- -The VET/PET sector is funded by the three partners just mentioned before. -Most of PET programmes are borne by companies and private individuals. -In 2010, the public funding for the VET/PET system amounted to around CHF 3.4 billion. -Approximately one fourth of these total cost is assumed by the confederation and the other three fourths are provided by the cantons. -Professional organisations provide both services and funding for the Swiss VET/PET system: they do the groundwork, run their own training centres and promote specific occupations (VET sector) and professions (PET sector). -Around 30% to 40% of the companies in Switzerland having the possibilities to form apprentices take part in VET programmes and this generates costs of course.
- -However this figure shows, that host companies usually benefit from offering VET apprenticeships. -According to a cost/benefit study conducted in 2009, the gross costs of companies offering VET apprenticeships amounted to CHF 5350 million (5.4 billion). -This figure was outweighed by the productive output generated by learners, which amounted to CHF 5824 million (5.8 billion). -Therefore the net benefit amounts to 474 million Swiss francs. -In other words host companies return on investment in VET programmes is positive. Zusatzinformation: Quelle der neuen Daten: Stefan C. Wolter und Mirjam Strupler, “Die duale Lehre: eine Erfolgsgeschichte – auch für die Betriebe. Ergebnisse der dritten Kosten-Nutzen-Erhebung der Lehrlingsausbildung aus der Sicht der Betriebe”, 2012.
- On this slide you can identify the averaged costs and productive output generated by apprentice differring between a three-year and four year programm in VET. In both cases there is a net-benefit resulting for the company offering an apprenticeship-position still while the apprentice still is in training. However we actually have to mention that these data can differ across industries and size of a company. Zusatzinformation: Quelle der neuen Daten: Stefan C. Wolter und Mirjam Strupler, “Die duale Lehre: eine Erfolgsgeschichte – auch für die Betriebe. Ergebnisse der dritten Kosten-Nutzen-Erhebung der Lehrlingsausbildung aus der Sicht der Betriebe”, 2012.
- -The VET/PET sector is funded by the three partners just mentioned before. -Most of PET programmes are borne by companies and private individuals. -In 2010, the public funding for the VET/PET system amounted to around CHF 3.4 billion. -Approximately one fourth of these total cost is assumed by the confederation and the other three fourths are provided by the cantons. -Professional organisations provide both services and funding for the Swiss VET/PET system: they do the groundwork, run their own training centres and promote specific occupations (VET sector) and professions (PET sector). -Around 30% to 40% of the companies in Switzerland having the possibilities to form apprentices take part in VET programmes and this generates costs of course.
- Let me start now with Vocational Education and Training – first I will show you a movie that gives you an idea why VET works in Switzerland. Film: „direction, career, choice, future“ (9 Min.)
- -The VET/PET sector is funded by the three partners just mentioned before. -Most of PET programmes are borne by companies and private individuals. -In 2010, the public funding for the VET/PET system amounted to around CHF 3.4 billion. -Approximately one fourth of these total cost is assumed by the confederation and the other three fourths are provided by the cantons. -Professional organisations provide both services and funding for the Swiss VET/PET system: they do the groundwork, run their own training centres and promote specific occupations (VET sector) and professions (PET sector). -Around 30% to 40% of the companies in Switzerland having the possibilities to form apprentices take part in VET programmes and this generates costs of course.
- Let me start now with Vocational Education and Training – first I will show you a movie that gives you an idea why VET works in Switzerland. Film: „direction, career, choice, future“ (9 Min.)
- -However this figure shows, that host companies usually benefit from offering VET apprenticeships. -According to a cost/benefit study conducted in 2009, the gross costs of companies offering VET apprenticeships amounted to CHF 5350 million (5.4 billion). -This figure was outweighed by the productive output generated by learners, which amounted to CHF 5824 million (5.8 billion). -Therefore the net benefit amounts to 474 million Swiss francs. -In other words host companies return on investment in VET programmes is positive. Zusatzinformation: Quelle der neuen Daten: Stefan C. Wolter und Mirjam Strupler, “Die duale Lehre: eine Erfolgsgeschichte – auch für die Betriebe. Ergebnisse der dritten Kosten-Nutzen-Erhebung der Lehrlingsausbildung aus der Sicht der Betriebe”, 2012.
- -This figure might be of special interest with regard to PET. It shows the benefits derived from a higher level of education compared to the next-lowest level of education. -You can see that tertiary-level professional education and training generates very good private, fiscal and social returns. Private benefit implies that only the person receiving the education derives any benefit from that education. In contrast social benefit implies that also other people (who are not necessarily required to obtain an education themselves) will benefit from the endeavours of that one individual. Finally there is a fiscal benefit, which is one aspect of social benefit. -The most obvious benefit to society are greater tax revenues that individuals pay from the higher income gained from their education. -In its simple form, the return on investment is obtained by offsetting the State’s expenditure against the tax income that investment in education has generated through the higher salaries enjoyed by those who received the education.
- Compared to other countries in the OECD, Switzerland has relatively low general and youth unemployment rates. In 2012 3.6 % of the working population aged 25-64 were unemployed whereas the youth unemployment rate showed 8.4%. the average of all OECD-countries shows a higher rate: 7% general and 16.3% youth unemployment rate. Further information: Unemployment rate age group 15-64: CH 4.3% OECD 8.2% country of interest: % Unemployment rate country of interest 25-64: % 15-24: % http://stats.oecd.org/Index.aspx?DataSetCode=LFS_SEXAGE_I_R (year 2012) (retrieved August 2013).
- Above all and very important in terms of an economic perspective Switzerland is on a high level of competitiveness and innovation, which is shown by international rankings. We believe, that one important reason for Switzerland’s good performance in competitiveness and innovation and its relatively low unemployment rate can be found in its well-developed education system. As highlighted it offers a broad spectrum of practical training programs directly linked to the labour market and different academic courses. This range of educational paths as well as the labour market orientation of many training programmes contribute to ensuring a mix of skills and grades. This mix corresponds to the needs of the labour market and supplies it with well-qualified specialists across the whole value chain.
- Let me start now with Vocational Education and Training – first I will show you a movie that gives you an idea why VET works in Switzerland. Film: „direction, career, choice, future“ (9 Min.)
- Let me briefly summarize before we have some minutes for questions and answers: Key # 1 is the full integration of VET/PET in the Swiss education system -VET provides two-thirds of young people in Switzerland with a solid foundation in a given occupation. -and due to the permeability of the Swiss education system, VET forms the basis for lifelong learning and opens up good career prospects. Key # 2 is the labour-market orientation of VET/PET, since -The dual VET programmes combine practice and theory. -and the professional organisations play a decisive role in the definition of the contents of the VET/PET programmes. Key # 3 is the shared responsibility for the Swiss VET/PET system, -that it is based on a cooperation between the Confederation, the Cantons and professional organisations that include trade associations and other social partners. These strengths of the Swiss VET/PET sector contribute to: -in international comparison low general and youth unemployment rates; next slide
- Im Anhang Zusatzfolien bei spezifischen Fragen.