bridging the gapN S N Jew kills ew obs&

National Workshops ReportEnglish

http://www.newskillsnewjobs.eu/

PROJECT INFORMATION

TABLE OF CONTENTS

report guide

Project information _________________________________________________________________________________________ 1

PT ____________________________________________________________________________________________________________ 2

UK ____________________________________________________________________________________________________________ 8

DE __________________________________________________________________________________________________________ 12

TR __________________________________________________________________________________________________________ 16

SK___________________________________________________________________________________________________________ 18

PROJECT INFORMATION

Project information

New Skills and New Jobs - Bridging the Gap is a

Project funded with European Commission

support coordinated by Kerigma Innovation and

Social Development (Portugal) in cooperation

with GSI-Gesellschaft fu r Schweisstechnik

International mbH (Germany), IPCA - EST -

Instituto Polite cnico do Ca vado e Ave – Escola

Superior de Tecnologia (Portugal), BIC BB -

Business Incubator Centre in Banska Bystrica

(Slovakia), BELKTRO - Bursa Chamber of

Electronics (Turkey), TWIN Group (United

Kingdom) (Grant agreement nr. VS/2012/0517)

PT

PT

REPORT OF THE PORTUGUESE NATIONAL WORKSHOP

KERIGMA

7 MAY 2013 IN BARCELOS, PT

PROJECT SYNOPSIS

The project New Skills & New Jobs, Bridging the Gap, is a project funded by the PROGRESS program, DG

Employment, Social Affairs & Inclusion of the European Commission.

The project aims, during 2013, to reflect with different stakeholders about the importance of adapting the

skills of the workers that are actually needed in the labor market, to anticipate the market needs, to bridge

the gap between the skills demand and supply, creating conditions to achieve the objectives outlined in the

Agenda 2020 as the smart, sustainable and inclusive development. New Skills for New Jobs is a "flagship

initiative" the European Commission, that, intended give you a particular focus by supporting projects aimed

at bridging the gap between employers, policy makers, education and training organizations and people in

the labor market. In this sense, the project aims to create two products:

1º A booklet of good practice of case studies already undertaken in partner countries about the adequacy of

supply and demand for specific skills in workers (compendium of practices at the level of consistency between

the skills required by employers and those that the potential human resources have/or should have).

2º A Prototype of an ideal software/ tool, which aims to help to “Bridge the gap” between skills and needs of

the labour market and improve the ability to assess and anticipate the skills needs of its citizens and

companies.

For the creation of these products, KERIGMA, coordinator of the project, has a number of partners from 5

different countries (Portugal, Germany, Slovakia, Turkey and the UK):

Instituto Polite cnico do Ca vado e Ave – School of Technology

GSI-Gesellschaft fu r Schweisstechnik International mbH– National Association responsible for the training

and accreditation of the metallurgy sector – Germany

BIC BB - Business Incubator Centre in Banska Bystrica – Business Incubator Centre and Europe Direct Center–

Slovakia

PT

BELKTRO - Bursa Chamber of Electronics – Chamber of Electronics and Professional Institute Certification in

the areas of electronics and mechatronics - Turkey

TWIN Group – specializing in the reception and supervision of national and international internships – UK

The project will have its end in January 2014, with an international final workshop/ conference to be held in

Barcelos.

Organized by: IPCA and Kerigma

Place of the event: Barcelos

Organised during the cellebration of the European Week, integrated in the Europe Direct Center activities.

Participants: More than 100 participants (Students from the university, teachers, umbrellas associations for

companies, chambers of commerce, companies, training providers)

Aims of the Workshop:

To understand the employers and training providers needs in what concerns the match between the

skills demand and supply, for the prototype development;

To analyse and recognise best practices already existing for cooperation between different

stakeholders for bridging the gap;

Agenda of the workshop:

14.00 Welcome

14.30 New Skills & New Jobs – Bridging the Gap, project presentation;

15.00 Round table/ Debate on the subject Challenges to Employability – New Skills for New Jobs - Key note

speakers

- ACIB – Associaça o Comercial e Industrial de Barcelos (Barcelos Industry Association & Chamber of

Commerce) – it represents more than 250 employers from Barcelos Municipality

- ACICE – Associaça o Comercial e Industrial do Concelho de Esposende ( Esposende Industry

Association and Chamber of Commerce) – it represents also more than 250 employers of Esposende

municipality;

- AIMinho – Associaça o Industrial do Minho ( Minho region Industrial Association) it represents more

than 1270 employers in the north region of Portugal);

- Students from Local Universities

- President from the IPCA – Instituto Polite cnico do Ca vado e Ave

PT

Q& A from the audience

16.00 Debate on the questions:

1. Which are the biggest oportunities/ challenges for the creation of more & better jobs??

2. Which are the obstacles for the same objective?

3. Which strategies to adopt in order to guarantee the match in the skills demand and supply and the

reinsertion in the market job of people with the right skills?

4. Which best practices do you know/ do you implement in the company/ training insitution/

educational establishment or in the region?

Q& A from the audience

17.30 End of workshop

Main Stakeholders which attended the conference:

- ACIB – Associaça o Comercial e Industrial de Barcelos (Barcelos Industry Association & Chamber of

Commerce) – it represents more than 250 employers from Barcelos Municipality

- ACICE – Associaça o Comercial e Industrial do Concelho de Esposende ( Esposende Industry

Association and Chamber of Commerce) – it represents also more than 250 employers of Esposende

municipality;

- AIMinho – Associaça o Industrial do Minho ( Minho region Industrial Association) it represents more

than 1270 employers in the north region of Portugal);

- Students from Local Universities

Recommendations/ Conclusions and Needs identified:

The main conclusions of this workshop show us the importance of the objectives of this project.

All participants identified needs and have common concerns and they all said that it is necessary a greater

involvement and cooperation of different parties so that solutions could be met.

Needs identified:

Creation of bridges between companies & education/ Training Providers;

Assessment and self -assessment of soft skills;

PT

Skills upgrading is critically important for Europe’s short/term recovery and longer term sustainable

growth and productivity, for its jobs and its capacity to adapt to change, for equity, gender equality

and social cohesion;

The process of identifying new in-demand competencies and skills around economic sectors on the

rise (or for which a significant change is expected in a near future) at different territorial scales,

involves a complex task analysis on the main economic, social, labor, training and demographic trends

at the regional level.

Reduction of unemployment and the risk of lag between demand and offer of skills and competencies;

Inadequacy of real skills presented by the workers to the real needs of the labor market;

Need to promote strategies for anticipating the needs of the labor market;

Need to promote synergies between education/training and labor market.

Solutions found:

The tool must provide mobility and/or workplacements availability (sending and host institutions at

a local, regional, national or international level);

The tool should have special focus on the market job needs in order to allow training providers to

adjust its educational offer;

The tool should allow any person who wishes to get a job to self assess his professional skills and

qualifications and soft skills. Ex. The tool should allow a company to open a vacancy for a marketing

position; The candidate who wishes to apply, should fill in a registration form for the vacancy and

after filling it, the tool should be able to say either the candidate has the skills needed for the job, or

what kind of skills are missing, where in the NQF they are located and what training providers can

offer training to match that demand of the employer. It should be the company to upload the required

skills.

The Tool should to be a powerful methodological tool for key stakeholders in VET training and labor

market needs to get to know present and future demands, and to be able to upgrade the current

professional profiles, as well as to create new training curricula for new professions.

So we need …

PT

Adapt, adjust and develop the future VET- training to the medium-term needs for skills and new jobs based

on the labour market forecasts. We need creating strategies (like Prototype of this project) for anticipated

future needs for upgrading the present VET-programs and the real needs for the labor market:

1. Future labour market demands per occupational sector/ and its effect on demand per occupational skill

profiles;

2. Labour market supply per type of education according to skill profiles;

3. Inclusion of the result for future skill/jobs needs into a set of skill profiles which can be used for

development of new VET training programs for future jobs.

The national workshop showed us that we only achieve these objectives if we have an excellent group of

participants involved (stakeholders, training centers, employers, unemployed people, trade union, ...):

will provide forecast and interpretation of needs per occupational sector and needs for VET-

education;

Employers representatives will contribute with interpretation of demand per occupational skill

profiles and review of new/ upgraded VET-programs for future;

VET-partners will provide suggestion for new VET-programs according to defined skill profiles

The use of powerful, updated material, implemented by well-recognised entities with a leading role in

different fields of employment and training;

Use of a wide range of alternative sources, to complement our main data with concerns the match between

the skills demand and supply.

PT

UK

UK

REPORT OF THE ENGLISH NATIONAL WORKSHOP

TWIN TRAINING INTERNATIONAL

15 MAY 2013 IN LONDON, UK

Peter Fox and Patrycja Maslanka gave a presentation on providing paid and unpaid Work Experience

Programmes and internships in the UK for EU candidates for a career change or those wishing to acquire new

employment skills to bridge the gap. These opportunities are sometimes funded, e.g. Leonardo mobility

programmes, or may be self- funded. Examples of candidates applying are varied and include school leavers,

university undergraduates, vocational students, and postgraduates. The opportunities include a paid

Hospitality Employment Programme (in hotels, bars, pubs, inns, restaurants, theme parks, fast food outlets

etc.) and unpaid internships from basic to graduate level, and include Work Placement Preparation. Students

gain valuable employment skills and work experience practice in an international environment and English

language is improved in both the classroom and working environment, by immersion. Students return to their

country with an enhanced CV, which gives them greater access to job opportunities, and increases their

employability on the EU market. They improve cultural awareness & broaden their horizons, and also build

up their confidence.

Internships can be in such areas as law, PR, Administration and Secretarial, Fashion, Architecture, Import &

export, Engineering, Finance and Accounting, Media, I T, Advertising & Public Relations, and Travel and

tourism, for example and some examples of some organisations participating are, Thompson Reuters, The

London Bridge Experience, London Chamber of Commerce and Industry, London Mutual Credit Union, Latis

Scientific Ltd, LA Fitness Gym, GA Associates, Fluent 2, Fernbach Software Ltd, Eurostaff Group, Premium

Tours, Japan Society, International Community School, RDP Creative UK, Lake View Country House, The

Stronlossit Inn and Sunningdale Golf Club. Some clients do get offered employment during their placement

period.

New host companies are located via local Chamber of Commerce meetings, employer events, recruitment

fairs, company listings and through cold calling. All new companies are inspected, complete new company

UK

forms, questionnaires and job/task descriptions and inspections occur to check health and safety

requirements and company suitability for accepting international students on placements. Applicants provide

complete application forms, which detail placement choices, expected placement tasks and types of

organisation required candidate’s expectations are matched with the companies’ needs based on the

applicant’s CV, cover letter, language ability, expectations towards the placement and previous experience in

the desired field.

Students are monitored by supervisory telephone calls, meeting the placement coordinators and group

meetings. Group leaders are encouraged to visit the office on a daily basis and companies complete feedback

forms on students at the end of the placement. Students complete placement and accommodation

questionnaires (host family/residence) at the end of the placement. All relevant documents required by

Leonardo (e.g. Europass Certificates, Training Agreements, Final reports, etc.) are completed by Twin/host

company and returned to the sending organisation. Testimonials are provided also.

If problems are encountered measures are taken to solve these. Students can also undertake an Institute of

Leadership and Management endorsed course of learning prior to, and during, the placement, if desired which

focuses on communication and workplace skills and situations.

The most interesting feedback to the above was from the three UK Department of Work and Pensions (DWP)

Staff present, 1/ a JobCentre Team Leader from Forest Hill in SE London 2/ a Senior Manager from Regional

London DWP and 3/ one of the two Eures Advisorsin London, in that they were unaware of these

opportunities and will seek to discuss how local clients, and clients who tap into the Eures network, can

benefit from the above opportunities to gain skills and experience to improve employment prospects. Also,

an employer present who regularly takes clients on internships shared his experiences with the group. A note

that the Eures Advisor was delighted that the event was taking place, especially as she had not seen anything

of its kind in the UK.

From the above, I do think that we can conclude that well managed internship/work experience opportunities

are an important tool in bridging the gap between employer expectations and the skills of current jobseekers,

as well as enabling mobility throughout the European Union. It can be an important addition to classroom

education and strongly supplement the brief local Work Experience that does take place in many schools in

the EU.

UK

Prior to Richard Ryder speaking we discussed overseas opportunities, for outbound Paid Work & Internships,

Volunteering projects, Apprenticeships and Leonardo da Vinci (Europe) for Uclients, largely in the same vein

as the above and other opportunities for EU funding such as Erasmus. Richard discussed the Welfare to Work

Sector in the UK. Locally 6% of clients declare a disability, 82% have qualifications below Level 1 on the NQF,

the mean age is 37, with 14% aged under 24 and 18% aged over 50, and many people require a local job,

citing family and caring responsibilities. Universal Jobmatch was introduced as a ‘Bridging the Gap’ tool.

Universal Jobmatch is the Department for Work and Pensions (DWP) online service which is radically

changing the way people look for and apply to jobs. It’s one of the biggest changes to the labour market in 27

years. It is open to all jobseekers, regardless of whether or not they are claiming a benefit. The service will

make it quicker and easier for jobseekers to find a suitable job and for companies to find the most suitable

candidates. DWP does not charge for this service. It works by matching jobseekers to jobs based on their skills

and CV.

Matching skills to jobs also allows jobseekers who might be unable to find jobs in their chosen profession, see

what alternatives might be available in their local area.

Richard then discussed the PICS tool used by Twin Employment and Training (please also see presentation).

PICS is a complete end to end Customer Management System, tracking the customer from referral through to

in work / post course support and has been customised to run a variety of training and employability

programmes from both the Skills Funding Agency (SFA) and DWP.

PICS operates as a central gateway for several distinct databases, and allows these databases to talk to each

other:

1. Customer database (contacts, sector interests, location…)

2. Organisations (contact details, sector, location…)

3. Vacancies (Organisation, sector, location, salary…)

Using PICS for Jobsearch is a work of art. Taking the vacancy feed from the vast majority of websites and

independent employers, PICS is able to map this information into key search criteria, with which staff can

match customers to vacancies that are right for them. Search is particularly effective when using the SOC code

classifications, distance from home postcode, and keyword with wildcard searches.

UK

To conclude, Universal Jobmatch and PICS are useful Human Resources and IT tools which facilitate ‘Bridging

the Gap’.

Overall, a number of Twin Group employees also participated in the event and a number of internal and

external participants, plus further interested parties who could not attend the day due to pressure of work,

have asked to be kept informed of developments during the project.

DE

DE

REPORT OF THE GERMAN NATIONAL WORKSHOP

GSI BILDUNGSZENTREN RHEIN-RUHR

28 MAY 2013 IN DUISBURG, DE

One task of the European Progress project "New Skills - New Jobs Bridging the Gap" (Grant agreement no.

VS/2012/0517) is for each partner country to organize a national workshop to get individual inputs from all

countries. For this task GSI arrange a workshop on the 28th of May 2013 with 20 participants in the “House

of Entrepreneur” in Duisburg. The participants come together from businesses partners, employment

agencies and educational institutions.

For the opening of the workshop Mr Jonetzko from the “House of Entrepreneurs” had spoken a greeting. After

that warm welcome from the house the plenary session was welcomed by the Deputy Head of Office of GSI

Bildungszentren Rhein-Ruhr.

After that introduction Mr Sikora presented the EU project with it contents, tasks and targets to the

participants of the workshop. In addition Ms Sydekum explained the background of European projects in the

education sector, because most participants have had no contact with the subject before.

The keynote speech was reported by Mr. Klaus Billen (Head of Education of the GSI Bildungszentren Rhein-

Ruhr). He presented the plenary the new two-year training course in the metal industry, which are established

since the beginning of 2013. This keynote speech caused a lot of questions and discussions between the

participants. The main points that were mentioned are the sense of two-year training courses combined with

the possibilities to find a job after the shortened training course from 3,5 (full training course) to 2 years.

In the following Ms. Sydekum explained the method "open space", the method for the workshop. This tool was

chosen because there were no other requirements for the national workshops. This method seemed to be

DE

very suitable for this setting because this way of working requires the personal responsibility of the

participants and the outcome is open.

Topic collection phase

The following phase was for finding topics that has been carried out. Therefore we use the method

brainstorming (using cards). After collecting the themes (cards) we introduced them to the group and

clustered them according to priorities.

From the collection of topics three main topics were chosen for three working groups which deepened the

issues by using the "Open Space” method.

More detailed results of the three working groups

Group 1 - gap from the perspective of employer

Group 2 - perspective of the employee

Group 3 – solutions

This phase generated results which were presented by the groups and that are described in the "Summary

and Conclusions" section (see below).

At the end of the event we gave an outlook, how we deal with the results of the event and how we are going

on. The presentations and photos of the event are available on the website of the GSI training center.

Participants will be invited to the national transfer and final event at the end of the project in January 2014 in

Germany.

Summary and Conclusions

The results, which we like to present after the workshop are that the gaps that employers notice seemed to

be not of technical nature (lack of expertise). Rather, the education and training system is “taken under a

microscope” and criticized as a whole. Although we have in Germany a clear structure and content by the dual

training and the training plans, the desire for a unified and well founded vocational training has come up

DE

during the discussions. The tendency from the workshop participants is, that the training times should be

rather extended than shortened.

Furthermore, deficits were addressed in the key skills. Here we have to metion, above all, the language skills

of trainees and employees with a migration background and the language use in general. In particular in

combination with behavior against others (especially contact with customers, colleagues, superiors).

One other important gap, which the workshop participants mentioned, is less motivation/flexibility and the

posture (attitude to work and education) of the employees. For this gap, it would be useful, if young adults

internalize the value of education and training for their future working live.Another idea of the workshop

participants was, for example, to test the profession through internships (ideally before the start of

educational training at future company).

The workshop also discussed the other side –this of the companies- and notes that companies should take

more social responsibility and support their employees with such activities, so that employees can better

identify themselves with the company. These could include: mandatory education (possibly contractual fixed),

advancement of education opportunities for employees, career chances (to "work up from the bottom") and

social care services in the company, such as educational support of trainees, company-sport and childcare.

Recommendations for measurements of the prototype (Toolkit):

• Language skills (especially German)

• Social skills e.g. contact and communication with customers

• Methodological skills such as organizational skills, ability to work self organized

• School performance (especially math skills)

• Training time and professional experience (in years)

DE

TR

TR

REPORT OF THE TURKISH NATIONAL WORKSHOP

BELKTRO

11 JUNE 2013 IN BURSA, TR

Before the workshop ,field research has been done by the Project technical staff and Project coordinator .Some

study visits were done to the Turkish Employment Agency Bursa Department ,Ministry of Education Bursa

Department and Bursa Uludag University Technical Education Department . Some of the member

enterprises and bigger enterprises which are the members of Bursa Chamber of Commerce&Industry were

visited .The skills mismatch problem,best practices and the possible solutions were discussed and a field

research study have been prepared to discuss during the workshop.

The National workshop of Progress Project was held by 11th of june 2013. There were 2participants from the

members of Bursa Chambers of Electronics,Project staff . The participants were choosen from the different

training levels and different sub occupations in Electronics sector.

The meeting was started by Mr Demircan , president of Board of Directors of the Chamber He informed the

group about the the Project and the time schedule of the workshop.Ms Gu lbiOkur, Project Director , gave

information about the field research results.After the openning speeches the group divided 2 small groups

with 10 person to discuss :

• Requirements of labour market especially in Electronics branch

• The obstacles for skills development

• The obstacles for matching the skills&job demand

• Best practices

After the discussions a person from each single group have done speeches to tell the other about their

discussions.There were 3 concrete examples of skills mismatch and the solutions for it. The main common

idea of the group was skill development trainings are one of the solutions to raise the employability of the

people.One of the participants Mr li O ztu rk used to have a maintance shop for TV s and related with the

changing conditions the old TV s have not been used and many of them were replaced with LCD/LED TV s .As

TR

there is occured a requirement for staff to repair such products a trainining course have been developed by

the chamber and he attended it.By this way his staff and himself could work in the labour market . One of the

other ex.amples was Mr Erdinç Osmancıklıog lu ,who is working in industrial electronics area. He used to

repair parts of textile machines ,but after he had participated some extra trainings on pneumatics,PLC

operations he started to work in bigger Projects in factories . nother example was Mr Ercan Bayındır,who is

an electronics techician.He used to work on auto electronics but as the systems used on the automative were

changed he needed to have new qualifications.He had participated some trainings which the chamber

developed and he can repair the automobiles which producted with new technics.

Another issue which the group were focused was soft skills needed by the employers.One of the participants

said that flexibility of the staff is the most important criteria for him as an employer. The group said as a result

that the vocational skills are important but during the daily working life the soft skills which a staff have

usually make the studies better.

During the field research studies before the workshops and meetings with local stakeholders it was learned

that there are some pshcyhological and vocational tests used by the employers. During the meetings and

workshop the groups said that it would be better to realise a software tool for testing soft skills and the

employers can use these results as a base tool to evaluate possible employees.It is better to test vocational

skills of the employees in the own working places as the requirements of every single enterprise is different

from the each other.

SK

SK

REPORT OF THE SLOVAK NATIONAL WORKSHOP

BIC BANSKÁ BYSTRICA

17 MAY 2013 IN BRATISLAVA, SK

National workshop was realized in cooperation with Department of Social Development and labour at the

Faculty of Economy at the University of Economics in Bratislava and Trexima company, which realizes national

project in Slovakia – National systems of professions, which should contribute to a better interconnection of

labour market and education, it will determine the requirements for professional skills and practical

experiences to perform work activities in the labour market.

National workshop was held as a part of the conference „New challenges for social policy and global labour

market“. It was attended by representatives of Universities, practise, public sector. The conference included

a special section under the direction of BIC Banska Bystrica, s.r.o. – roundtable on the topic Interconnection

of labour market and education intra project New Skills & New Jobs – Bridging the gap.

Currently Slovakia and also other member states of EU are facing the problem of unemployment, which

unfavourably affects public finance as well as living standard of population. One of the reasons why job

candidates have a problem of success on the labour market is anticoincidence between their achieved

knowledge and skills and requirements of employers. For a successful start of the career it is necessary to

adapt education of graduates so that their skills and knowledge will be the most approaching to the needs of

employers. In appropriate way of learning increases the risk of difficult placement of graduates on the labour

market.

During the national workshop we focused on the field of engineering and electrotechnical industries.

SK

The aim was to determine:

a) what is the desired graduate profile from potential employers;

b) what are the required demands for professional knowledge and technical skills;

c) what are the required demands for language knowledge;

b) satisfaction rate of employers with the level of professional and soft skills of graduates.

From the discussion and contributions at the workshop we can choose especially this following interesting

information:

Practical training component, according to 75% participants, should focus more on an acquisition of manual

activities. Measurement and work with drawing documentation.

Employers require that graduates have the following skills:

• preparedness to work in a team

• communication skills

• computer literacy

• creative approach to problem solving

• elasticity and flexibility

• autonomy in solving problems

• knowledge of foreign languages

• manual dexterity

In the course of the staff selection employers respect mainly:

• length of experience in the field

• education - qualification

• showed professional knowledge and skills at a job interview

• knowledge of foreign languages

• computer literacy

• socio-psychological abilities

SK

Recommendations for high schools in order to increase the level of knowledge and skills of graduates for

requirement of economic practice:

• to upgrade professional education

• more practical exercises

Evaluation of the importance of key knowledge, skills and competencies of high school graduates as future

employees:

(Weighting with scale 1 to 5, where 1 means the lowest and 5 means the highest)

1 2 3 4 5

- reading and understanding work instructions 20 % 80 %

- ability to make decisions 20 % 80 %

- ability to solve problematic task, situation 20 % 20 % 60 %

- entrepreneurial skills 80 % 20 %

- the ability to collect and sort information 25 % 25 % 25 % 25 %

- knowledge and control of new technologies 50 % 25 % 25 %

- specialization in specific activities 50 % 25 % 25 %

- general training in the field 50 % 25 % 25 %

- manual skilled 25 % 75 %

RECOMMENDATIONS ARISING FROM THE FINDINGS

Basic requirement of employers are that graduates:

• can read and understand work instructions

• in engineering know the properties of materials

• can quickly decide

• know new technologies

• are manual skilled

• can use technical documentation

• are reliable

• can read technical documentation in German resp. English

SK

ENGINEERING

From particular contributions and the consecutive discussion we found the following facts about the needs

imposed on graduates in engineering:

• in IT area there is very important knowledge of work with graphics programs AUTO CAD and

SolidWorks

• in area of programming languages are most widely used languages HEIDENHAIN and Mazatrol

• from graduates are required general programming features

• they emphasized knowledge of measurement

• be able to work with technical documentation

• knowledge of laser machining, electro-erosive milling, 3D metal and plastic printing

• be able to orientate in the technical documentation in a foreign language

ELECTRO

Identified requirements for graduates in electrical engineering:

• be able to work independently with technical documentation

• be able to perform electrical measurements on the assembled devices

• be able to work with standard components

• knowledge of superficial joints

• technical drawing of diagrams

• to have sufficient knowledge of programming microcontrollers particularly ATMEL and PIC

• companies use mainly the PLC from SIEMENS

• companies use DC, AC, synchronous and stepper motors

• from the sensors are mostly used optical, mechanical, speed, temperature and pressure

• be able to orientate in the technical documentation in a foreign language

The participants said that the problem between the quality of graduates and requirements of employers

deepens mainly because companies require still higher quality knowledge and skills resulting from rapid

technological progress and schools are not able to modify the study plan, but mainly do not have the resources

to be equipped with the latest technical equipment, resp. software. The participants agreed on the need to

SK

find forms to better interconnect the awareness of both parties, about the needs and requirements of both

parties, as currently is the lack of awareness.

RECOMMENDED SOLUTIONS:

Also through the projects to build basic assumptions by technical equipment of school for gradual systematic

changes in teaching. Trying to get specialists from employers to lecture activities on new technologies.

New Skills and New Jobs - Bridging the Gap is a Project funded with European Commission support coordinated by Kerigma Innovation and Social Development (Portugal) in cooperation with GSI-Gesellschaft für Schweisstechnik International mbH (Germany),IPCA - EST-Instituto Politécnico do Cávado e Ave - Escola Superior de Tecnologia (Portugal), BIC BB - Business Incubator Centre in Banská Bystrica (Slovakia), BELKTRO - Bursa Chamber of Electronics (Turkey), TWIN Group (United Kingdom) (Grant agreement nr. VS/2012/0517)

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