Presentatie VET in NL

8/17/2019 Presentatie VET in NL

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THE VET SYSTEM IN THE

NETHERLANDS

Rob Versteeg

Amersfoort, October 16th 2015

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Content of the presentation

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• Qualification framework Hospitality

• Process of developing and

maintaining ualification files

• Contents of a ualification file

• !odel of competences developed by"H#


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Voct!o"# E$%ct!o" & Tr!"!"' !" NL

Nt!o"# #e(e#Sector)soc!# *rt"ers Ass+ of VETco##e'es

Ass+ of VET e$%ct!o" "$ #bo%rmret -S../

M!"!str of E$%ct!o"

$mployers% unions

Re'+ VETco##e'es

or!"' "$#er"!"'

E$%ct!o" "$tr!"!"'

Techers)Tr!"ees

&


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Voct!o"# E$%ct!o" & Tr!"!"' !" NL

Re'!o"##oc# #e(e#

or *#ceme"t com*" Re'!o"# VET co##e'e

Assoc!t!o" of VET co##e'es "$ #bo%rmret -S../

A"$ sector s!##s co%"c!#s

Re'!o"# co"s%#t"ts

!entor 'coach Techer cochE$%ct!o" "$tr!"!"'

Tr!"ee

(


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3%#!f!ct!o" frme4orHos*!t#!t .er & To%r!sm

)


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rocess $e(e#o*me"t "$ m!"te""ce

*


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hse 1 Lbo%r mret reserch

%r*ose+o gain insight in the developments of the labour market, which can be ofinfluence on the practice of an e-isting profession or to identify a new

profession.

E7m*#es of ct!(!t!es• !onitoring trends and innovations /short and long term0• Research of sector developments• ccupational research /Quality0• nflow, transfer and outflow research /Quantity0• Research of international aspects

ho• +he sector'sector skills councils or "33 if there are no soc. partners

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hse 2 A$*t or $e(e#o* occ%*t!o"#

st"$r$s

%r*ose5evelop a new occupational standard or adapt a occupational standard inassociation with the sector.

E7m*#es of ct!(!t!es• Quality standards /"6proces07 developing occupational standards• 8ormat occupational standards

ho• +he sector or sector skills council or "33 if there are no soc. partners

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hse 8De(e#o*!"' "$ m!"t!"!"' of

9%#!f!ct!o" f!#es

Ho4• 8ormat dossier• Quality standards /"6procedure07 5eveloping and maintaining of

ualification files

ho• "33'sector skill council7 developing• "ector councils /representatives of the school and work placement

companies07 advice• :ational ;ssessment 3ody7 uality check

<


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hse :Im*#eme"tt!o" of the9%#!f!ct!o" f!#esRo#e RO;e workplacement companies

Other *rt"ers• nstitutions of e-amination• $ditors• ?orkplacement companies

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hse 5

;hec %ser e7*er!e"ce !" *rct!se

%r*ose• Customer satisfaction research schools ' companies ' secondary education

• "ignals for research

Ho4• +he monitor is develop by Cinop, national agency in collaboration with the

!inistry of $ducation, in association with "33 and sector skills councilse-pertise /it might change in the coming years0

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rocess $e(e#o*me"t "$ m!"te""ce

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3%#!f!ct!o" f!#e !" *rts

-s " e7m*#e/

Parts of a ualification file7

A: Picture of the profession

in general terms

B: The qualification profile the description of the mainprinciples of a profession

C: Specification profile more elabourate descriptionof the qualification file

D: Justification accountability report

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Core task :

!ork process ":

Description of the work process in proceedings

#esult:

Competences Components Performance

indicator

Specific skills

and kno$ledge

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Mo$e# of com*ete"ces-s e7m*#e !t 4s %se$/

+he model of competences powered by "H#is internationally used and consists of7 –

9 behaviour areasA – 2) competencesA

– 12@ componentsA

– several hundred behaviour anchors.

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Le$!"'

"$$ec!$!"'

Dec!$!"'"$!"!t!t!"'

ct!o"

Le$!"'"$

s%*er(!s!o"

Se#f)

co"f!$e"ce

Tect!o"

rct!se

De#e'te

3ehaviour area Competences Components 3ehaviour

anchors

Mo$e# of com*ete"ces-e7m*#e/

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;ore Ts 1

Or'"!=!"' the #er"!"' *rocess of the -#er"!"'/ em*#oee !" *rct!ce

1.1 Performs with the /learning0 employee the selection interview

1.2 Creates an induction program

1.& "ets and determines the initial situation and learning needs of the /learning0

employee

1.( 5etermines, in consultation with the /apprentice0 employee learning activities

1.) "ets a schedule

1.* !aintains contacts with the supervisor of the institution and the consultant in the

region

The ro#e of the me"tor coch

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;ore Ts 2Le$!"' the -#er"!"'/ em*#oee !" *rct!ce

2.1 $ducates the /learning0 employee in the workplace

2.2 !onitors and controls the process of learning of the /learning0 employee

2.& Performs guidance or progress meetings with the /learning0 employee

2.( ;ssesses progress in the learning process of the /learning0 employee

2.) $valuates the practical training period

2.* ?ill develop himself

The ro#e of the me"tor coch

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;ore Ts 1;ert!f!ct!o" of 4or *#ceme"t com*"!es

1.1 ;ssesses the work placement company on the approved uality criteria.

1.2 dentify available training options in the certified work placement

company.

1.& ;cuisition of new or e-tra work places in e-isting or new certified work

placement companies.

1.( Collect data and information over the certified work placement companies

and'or the work places. "timulate the certified work placement companies toidentify and register possible training needs.

The ro#e of the co"s%#t"t

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;ore Ts 2

Im*ro(e the 9%#!t of the cert!f!e$ 4or *#ceme"t com*"

2.1 dentify and'or improve the necessary points for working and learning

methodology in the certified work placement company during the preparation

and'or the e-ecution of the working and learning and give advice concerning

these matters.2.2 "upport the certified work placement company by the implementation of

these improvements and the improvement of the training situation in the

company and its policy.

2.& "upport and advise mentor coach of the certified work placement

company to organise the working and learning methodology and the

assessment of students'trainee.2.( dentify and translate needs of the certified work placement company into

new or e-isting training or education products'trainings.

2.) ;dvise certified work placement companies in the organisation of the

working and learning methodology.


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;ore Ts 8A$(!se the re'!o"# e$%ct!o"# or tr!"!"' !"st!t%te !" the 4or!"'

"$ #er"!"' metho$o#o'

&.1 !atch the supply and demand on work places for students and'or

trainees together with the regional educational or training institute.

&.2 ;dvise the regional educational or training institute concerning theeducational or training offer in relation to the regional labour market.

&.& "timulate and participate in regional activities that are initiated by

regional /chain0 stakeholders or partners.

&.( Reuest attention of the regional educational and or training institutes

and the certified work placement companies for services and activitiesconcerning the match between education and labour market.


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;ore Ts :Net4or!"' "$ commerc!# ct!(!t!es

(.1 dentify and maintain data of the regional stakeholders of working and

learning in vocational education and learning /V$+0.

(.2 dentify relevant trends of development in the regional market that mightoffer commercial activities.

(.& nform regional stakeholders about relevant developments in the market

and possible new training products. !aintain internal contacts within the own

organisation about new developments.(.( dentify and relate customer demands towards e-isting education and

training programmes.(.) +ranslate customer needs to concrete /innovative0 services or /training0

products.


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(.* Propose new to develop services or /training0 products to themanagement of the own educational institute.

(.4 nform and advise certified work placement companies and regional

educational institutes about developments in occupations and uestions over

competence based education and training.

(.9 Register appointments and results, report and administer data in a digital

data bank.


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Other ro#es>

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>

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In general

W h a t I l i k e

i s … …

W h a t I s u g g e s t

I s … … … .

M y C o n c e r n / m y q u e s t i o n

i s … … … … .

2*

Presentatie VET in NL

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