Proposal for a COUNCIL RECOMMENDATION on access to continuing vocational training
Date: 1992-12-24
Institutions: European Commission
Subjects: continuing education, in-service training, long-term unemployment, professional qualifications, updating of skills, vocational training

COMMISSION OF THE EUROPEAN  COMMUNITIES 

COM(92) 486 final 

Brussels, 25 November 1992 

Proposal  for a 

COUNCIL RECOMMENDATION 

on access to continuing vocational training 

(presented by the Commission) 

_ 2 -

Explanatory  memorandum 

I - A PRIORITY OBJECTIVE FOR THE COMMUNITY 

Investment  in human  resources  is a key issue for the Community 

1.  A  qualified  and  motivated  workforce  is  the  cornerstone  of  a 
competitive European  economy  in a context of  increasing  competition 
at  world  level.  It  also  conditions  the  future  stages  of  the 
development  of  the Community.  The current  and  likely  demographic 
trends  in the Community countries mean  that  the growth of available 
skills  will  increasingly  depend  on  the  level  of  skills  possessed 
and  acquired  by workers  already  in employment  and their  access to 
training  during  their  working  lives. 

2.  The  competitiveness,  productivity  and  product/service  quality  of 
firms  depend on the skill  levels of their  workforces.  Employees in 
all  sectors  must  have  solid  initial  education  and training  on the 
basis  of  which  they  can pursue  training  throughout  their  working 
lives.  Continuing  training  is now acknowledged  as a priority for 
action  and joint  investment  by public  authorities  and undertakings 
in conjunction  with  the two sides of  industry: 

The OECD  intergovernmental  conference  held  in June  1991 on the 
education  and  training  of  the  labour  force  of  the  future 
stressed  that:  "les qualifications  et  les compétences  de  la 
main  d'oeuvre,  des  travailleurs  de  production  au  management 
supérieur, deviennent  le facteur  déterminant  de productivité et 
de  compétitivité", 
the 
("the  quai If  featfons 
top  management,  are 
workforce, 
and 
becoming 
competItIveness".) 

floor 
determining 

level 
factor 

productivity 

from  shop 

and  skills 

the 

of 

of 

to 

In  its September  1991 report  entitled  "Reshaping  Europe", the 
European  industrialists'  round  table  stressed  that: 
learning 
Nowhere 
effective 
or  her  working 

Is  now a  prime  requirement  for  a  full  and  happy 
is 
each  person  has  to 
life". 

"Lifelong 
life. 
remain 
throughout  his 

than  at  work...To 

learn  and  re-learn 

this  more 

Important 

training  higher 

The  UK  Government's  recently  published  White  Paper  entitled 
"People, Jobs and Opportunity"  states  that:  "Businesses 
are  now 
than  ever  on  their  agendas,  and  people 
putting 
are  putting  a  higher  value  on  continuing 
throughout 
feature  more 
Training 
their 
prominently 
their 
in  the  relationship 
employers." 

between  individuals 

learning 
to 

therefore 

careers. 

needs 

and 

2) 

3 -

The  Communication  of  the  Commission  to  the  Council  and  to  the 
European  Parliament  (C0M(90)556  final)  "Industrial  policy  in  an 
open and competitive environment" stressed  that: "the adaptability 
and  quality  of  human  capital  has  become  a  key  determinant  of 
industrial competitiveness and the one on which developed economies 
must place greatest reliance in future". 

3.  Training  is thus  important  for  firms  and  individuals  alike: for 
firms  it  is the  basis of  their  competitiveness and  productivity, 
while the  individual's terms of employment and career prospects are 
increasingly  linked  to access to training.  This gives rise  to an 
area of  consensus and mutual  interest which  the different  players 
involved develop and enhance and which can  lead to new contractual 
relations, e.g. training and employment contracts. 

4.  In the  context of  the social  dialogue  and  their  Joint  Opinion  on 

faclIItatlng 
opportunities, 

the  broadest  possible  effective 

ways  of 
of  21 September  1991,  the  two  sides  of 
training 
industry have confirmed the priority nature of continuing training. 
The  social  partners  have  stressed  that  the  success of  the single 
market will  to a  large extent depend on expanding the skill  levels 
of workers and the competitiveness of the firms which employ them. 
Their view  is that this confirms how essential  it is for workers in 
the  Community  to  have  the  widest  possible  access  to  continuing 
training opportunities  in order  to raise existing skill  levels and 
acquire new ski I Is. 

access 

to 

Access  to  continuing  training  determines  the  development  of  human 
resources 

5.  Developing access to continuing  training  for firms presupposes the 
establishment  of  a  solid  relationship  between  economic  and 
industrial  strategy, designed  to  increase competitiveness and  the 
implementation  of  training  plans,  which  must  themselves  be 
integrated  within  overall  corporate  strategy.  For  employees, the 
aim  is to broaden, adapt and enhance their skills.  The development 
of  access  to  continuing  training  is  not  simply  a  question  of 
additional  know-how, but  is a deeper-rooted  process of  developing 
and  unlocking  the  potential  of  the  individual  in his/her  working 
I ife. 

Article  15 of  the  Community  Charter  of  Fundamental  Social  Rights 
for  Workers,  adopted  at  the  Strasbourg  European  Council  on  8-9 
December 1989 by the Heads of State and Government of eleven Member 
States, sets out the objective of access to training for workers: 
"Every  worker  of  the  European  Community  must  be  able  to  have  access 
throughout  his 
to  vocational 
training 
life. 
working 
on  grounds  of  national  Ity.  The 
there  may  be  no  discrimination 
two  sides  of 
the 
competent  public  authorities, 
Industry,  each  within 
their  own sphere  of  competence,  should  set  up 
continuing  and  permanent  training  systems  enabling  every  person  to 
training 
leave 
undergo  retraining, 
purposes,  to  Improve  his  skills  or  acquire  new skills, 
particularly 
In  the  light  of  technical  developments". 

training 
In  the  conditions  governing  access  to  such 

undertakings  or 

more  especially 

and  to  benefit 

therefrom 

through 

for 

- 4 -

7.  In  its  Memorandum 

(C0M(91) 

397  final  of  12 December  1991) on 
vocational  training  in  the  European  Community  in the  1990s, the 
Commission  sets  out the challenges  of the decade  just  started and 
the  fundamental  role  of  qualifications  and  access  to  continuing 
training.  The  constant  changes,  new  forms  of  work  organisation, 
the  effects  of  demographic  trends  and  the  making  good  of  skill 
shortages  will  give  continuing  training  policies a central  role.  A 
new  approach  to  training  must  be  developed  in  which  continuing 
training,  rooted  firmly  in basic  vocational  training,  is  pursued 
throughout  working  life. 

"From  the  Single  Act 

8.  In  its  Communication  C0U(92)  2000 
and  beyond  : 

to 
the  means  to  match  our  ambit Ions",  the 
Maastricht 
Commission  emphasises  that  the adaptation  of workers  to  industrial 
change  and  to  changes  in  production  systems  will  be  a  central 
feature  of  the European  labour  market  in the 1990s.  The  present 
and  future  competitiveness of firms  lies  largely  in the quality of 
the  labour  force  and  in  employees'  capacity  to  adapt  to  a 
technological  and  economic  environment 
which  is  constantly 
changing.  New  forms  of  work  organisation  require  continuing 
training  capable  of  producing  this  capacity  for  adaptation  and 
initiative. 

9.  Measures  to reduce  unemployment  are also  linked  to the enhancement 
of  qualifications  and access  to  training  throughout  working  life. 
It  is the countries  with  the most  decisively  forward-looking and 
dynamic  attitudes  towards  structural  change,  particularly  as 
regards  skill  levels,  continuing  training  and  work  organisation, 
which  have  been  most  successful  in  combating  unemployment. 
Conversely,  it  is  those  countries  which  have  been  the  least 
prepared  for and the most  open  to  these  qualitative  changes  that 
are  experiencing  more  marked  and  lasting  mismatches  between  labour 
supply  and demand.  There  is a direct  correlation between  the level 
of  qualifications  and  skills  of  the  active  population  and the 
incidence of exclusion  from  the labour  market,  which  can lead to an 
upswing  in long-term  unemployment  which  is difficult  to reverse. 

10.  In the context  of  the social  dialogue  and  their  joint  opinion  on 
access,  the two sides of  industry  pointed  out that  over  80% of the 
labour  force  in the year  2000  is already  in employment.  A  major 
adult  training  drive  is needed  if the existing gap between  the need 
for  skilled  labour  and its availability on the labour  market  is not 
to  widen.  A  significant  proportion  of  the  adult  population  has 
left  school  without  qualifications adequate  to today's  demands,  or 
has never  attended  any systematic  continuing  training.  In the view 
of  the  two  sides  of  industry,  a  number  of  conditions  must  be 
fulfilled  if vocational  training  is to be effective: 

- Anticipation and planning: 
"Company and 
planned  In  training  plans  or  programmes appropriate 
the 
the 
strategy". 

needs  must  be  clearly 

firm  and  drawn  up 

framework  of 

Individual 

the 

in 

Identified 
and 
to  the  size  of 
overall 
firm's 

- Taking  due account  of requirements: 
"The  needs  of  workers 
requirements  of 
firm,  and  present  and  anticipated 

job  or 

their 

Improve  their 

to 

In  readiness 

skills 

In 

line  with 
for  changes  within 

the 
the 

requirements  of  the 

firm". 

I 
) 

- 5 -

Information 

and  consultation  of 

employees  and 

their 

représentât ives: 
"Informat  Ion 
representatives 
with  national 
effect  by  the 

and 
employees 
should  be  undertaken  by  employers, 

consultât  ion 

of 

laws  and  pract  Ices,  on  training  programmes put 
firm". 

and 

their 
In  accordance 
Into 

A challenge  in terms of  international  competition 

11. The objective of raising and developing  skill  levels  in firms  seems 
to be gaining  ground  in Europe  as an aspect  of economic  strategy, 
in  line  with  trends  already  established  in other  economic  areas, 
e.g.  Japan  (according  to  figures  available  85% of  firms  provide 
their  employees  with  training)  and  the USA  (continuing  training 
features  as a  priority  in the  report  America  2000:  an 
education 
Developing  access to continuing  training will  therefore 
strategy). 
play a central  role  in enterprise  strategy  in the 1990s. 

12. As  regards  workers'  personal  projects,  leave  arrangements  for 
absence  from  work  introduced  in certain  EFTA  countries  (Sweden and 
Finland) are also  worthy  of  note  although  it should  be  remembered 
that  such  arrangements are not necessarily  linked to a guarantee of 
maintenance  of  income,  and  that  the  persons  themselves  are 
increasingly  calKed upon to contribute to the cost. 

There are still  major  obstacles  to access 

13. As regards  firms, too few have  training  plans  geared  to developing 
their  human  resources. Good  practice and collective  agreements  have 
not  caught  on to a sufficient  extent, whereas  these  agreements are 
becoming  increasingly  common  in  big  companies  and  occupational 
sectors.  Small  and  medium-sized  enterprises  are  experiencing 
specific  difficulties  in setting up appropriate  training  policies. 
They  provide  less  training  for  their  workers  every  year  than big 
companies:  access  to  continuing  training  is more  limited  for the 
employees  of  SMEs,  and  they  are  less  involved  in the training of 
their  employees. 

14. As 

regards 

individuals,  workers 

employment, 
particularly  older  workers, have  gaps  in their  basic  training and 
very  often  an  inadequate  basic  education.  There  are  substantial 
differences  between  male  and  female  participation  rates  in 
continuing  training.  For  a  variety  of  reasons,  workers  are 
sometimes  insufficiently  motivated  to  undergo  training,  and  more 
needs to be done  in this respect. 

already 

in 

The Member  States are seeking  greater  efficiency 

15. Trends  in population  figures  and manpower  resources,  coupled  with 
the need  for a more widespread  dissemination of  innovations, entail 
in  all  Member  States  a  speeding  up  in the  transformation  of the 
skills of the manpower  already  in employment.  This  depends on the 
development  of  continuing  training  policies.  All  countries  set an 
objective  of  increased  resources  for  continuing  training  and  a 
quest  for  more  efficient  management  of  these  resources,  but the 
performance  to date  of  national  arrangements  is  limited  and  very 
patchy.  The percentage  of GDP given  over  to continuing  vocational 
training  varies  from  under  1% to no more  than  2% and  is still  a 
considerable way from  the sums provided  for  initial  training or for 
promoting  research and development. 

- 6 -

16. Analysis  of  national  situations  shows  that  the  availability  of 
training  for  adult  workers  in  the  Community  remains  limited  and 
disjointed  and  that  the drive  for  continuing  training  in the  1990s 
needs  to  be  boosted  in  terms  of  both  quantity  and  quality.  Access 
indicators  in  the  Member  States  show  some  improvement,  although 
generally  for  short  courses  and  with  considerable  inequality  of 
access, which means  that  its effect  on skills  levels  is  limited. 

17. Arrangements  for  absence  for  personal  leave  have  a  limited 
quantitative  impact  and  would  not  therefore  seem  to  provide  the 
main basis for application of  the principle enshrined  in Article  15 
of  the  Charter  of  Fundamental  Social  Rights  for  Workers, or  as  a 
way  of  developing  widespread  access  to  continuing  training. On  the 
other  hand,  they  do  provide  additional  and  essential  ways  of 
fulfilling workers' personal  training plans. 

18. The  conclusions  of  the  OECD's  intergovernmental  conference  on 
further  education  and  training  of  the  labour  force  (June  1991) 
stressed  the worthwhile  nature of  partnership  arrangements  and  drew 
attention  to the need  to define  the responsibilities of each of  the 
partners  involved.  In this connection, the conference  stipulated  a 
number of  political  objectives  to be pursued, particularly  in terms 
of  incentives  to  be  introduced  for  the  financing  of  continuing 
training  and  mechanisms  to  be  developed  through  public  initiative, 
company-based  training, and open  and distance  training  tools. 

The action programme  implementing  the Social  Charter 

19. The action programme  implementing  the Social  Charter  adopted  by  the 
Commission on 29 November  1989  (C0M(89) 568 final) provides  for  the 
setting  before  the  Council  of  a  Community  instrument  on  access  to 
vocational  training.  Under  this  programme  the  instrument  would  be 
presented  in the  light of  the outcome of  the social  dialogue on  the 
right  to access to vocational  training. 

20. The  action  programme  stipulates  that:  "In order  to achieve  the aim 
of  ensuring  that  every  worker  has  the  opportunity  to  continue  his 
vocational  training  throughout  his working  life, measures will  need 
to  be  taken  by  the  Member  States, by  firms  and  the  two  sides  of 
industry,  including  the provision of  leave  for  training purposes". 

II - THE SITUATION  IN THE VARIOUS MEMBER  STATES 

National  arrangements  for  continuing  training  are  being  introduced  or 
reorganised 

21. The  concept  of  continuing  training  is defined  differently  in each 
Member  State  and  is  covered  by  a  wide  variety  of  provisions  and 
procedures.  Such  training  is conducted  mainly  on  the  initiative of 
firms  or  is  of  direct  benefit  to  employees.  There  is  no  clear 
dividing  line  between  initial  apprenticeship-based  training  and 
schemes  combining  training  and  work,  from  the point  of  view of  the 
responsibility  of  the  various  parties  involved  and  methods  of 
funding. 

22. Some  national  continuing  training  systems  have  been  in  existence 
for  some  time  (e.g.  France,  with  agreements  dating  from  1970  and 
the  Law  of  1971),  but  others  are  much  more  recent  (e.g. Spain  and 
Portugal).  Countries  with  long-standing  arrangements  are  seeking 
to develop  their  systems  and  improve  their  practices, while  others 
are  laying down  the  foundations. 

- 7 -

23. Over  the  last  few years, a number  of Member  States have carried out 

or embarked on  fundamental  reform of  their  national  systems: 

Belgium:  Multi-sector  agreement  on  the  introduction  of  a 
contribution  of  0.25%  for  the  reintegration  of  groups  at 
risk. 

Greece:  Financing  requirement  of  0.2%  of  the  wage  bill 
since  1988 and collective agreement  reached  in 1991  setting 
the contribution at 0.45% of  the wage  bill. 

Netherlands:  Framework  law  of  June  1991  on  continuing 
vocational  training  to  provide  cohesion  in  the  funding  of 
adult  training. 

France:  new  multi-sector  agreement  of  3  July  1991 
redefining  the  provisions  established  in  1970,  and  a  new 
law  of  31  December  1991  adopting  the  agreement.  The  main 
innovations are: the principle of obligatory participation, 
previously  limited  to  firms  with  more  than  ten employees, 
is  extended  to  those  with  less  than  ten  employees; 
arrangements  for  employees'  shared  investment  in  training 
leading  to  recognised  qualifications;  introduction  of 
skills assessment  for employees. 

Spain:  creation,  in  1990,  of  tripartite  provincial 
committees  for  monitoring  continuing  vocational  training, 
and  establishment  of  triennial  programme  contracts  for 
vocational  training  involving  the  social  partners,  with 
current  discussions on changes  to financing procedures. 

Luxembourg:  new  law  (Sept.  1991)  on  continuing  training, 
laying  down  fresh  guidelines  and  procedures  for  training 
employees. 

Portugal:  several  laws  passed  in  1991,  establishing  the 
legal  framework  for  vocational  training  and  governing 
access thereto. 

Italy:  current  discussion  on  a  draft  law  on  continuing 
vocational  training. 

Other  developments, not necessarily entailing  institutional  reform, 
are also worthy of note: 

Germany:  marked  rise  in  firms'  expenditure  on  continuing 
training,  with  the  sums  devoted  to  the  skills  of  the 
existing  workforce  set  to  exceed  the  funding  of  initial 
vocational  training provided  by  the dual  system. 

United  Kingdom:  ongoing  introduction  of  TECs  (Training 
Enterprise  Councils)  leading  to  improved  structuring  at 
regional  level. 

8  -

Legislative  provisions  and  collective  agreements  interlink  to  define 
access  to continuing  training 

24. National 

continuing 

training  systems  necessitate 

widespread 
involvement  on  the  part  of  firms, occupational  sectors, the  social 
partners,  public,  national  and  regional  authorities,  chambers  of 
trade  and  commerce,  public  and  private  training  bodies,  advisory 
bodies, etc. 

25. The  basic  organisation  of  national  arrangements  differs, with  some 
systems  formalised and organised  by  legislative provisions  imposing 
specific  obligations  (France,  Spain,  Greece)  and  others  deriving 
more  from collective agreements  (Denmark, Germany, Netherlands), or 
there  may  even  be  no  formal  provision  made  at  national  level 
(United  Kingdom).  There  are  likewise  significant  differences  in 
this context  across  the  regions of  the  Community. 

26. Access  to  vocational  training  (in  terms  of  entitlement,  financial 
c and  practical  arrangements)  thus  depends, according  to  the  country 
concerned,  either  on  collective  agreements,  legislative  provisions 
or  a  combination  of  the  two.  The  availability  of  continuing 
training  is  generally  governed  by  market  rules,  even  if  public 
bodies are  involved. 

27.  In  all  the  countries,  access  to  training  for  employees  and 
unemployed  persons  is  governed  by  distinct  rules  and  procedures. 
Generally  speaking,  firms  are  responsible  for  training  employees, 
with  training  of  the unemployed  being  the  responsibility  of  public 
authorities. 

28.  Employees'  access  to  continuing  training  depends  primarily  on 
training  plans  drawn  up  by  firms  or  collective  agreements  setting 
out  their  terms  of  access,  or  on  their  financial  contribution  to 
training  courses entailing  leave of  absence.  Particularly  from  the 
point  of  view of  direct  funding, public  authorities  tend  to play  a 
supplementary or  subsidiary  role. 

29. There  is  recent  evidence  of  change  in  the  relationship  between 
firms  and  public  authorities, with  encouragement  being  provided  in 
various  forms  (information,  advice,  fiscal  aid,  contracts,  etc.). 
The  formation  of  partnerships,  in  collaboration  with  the  social 
partners, and  between  firms and  public  authorities,  is emerging  as 
a central  feature of  such  change. 

30. As  regards public  activities,  there  is often  a decentralisation of 
responsibilities  down  to  regional  level  (Belgium,  Netherlands, 
Denmark, France,  Italy, United  Kingdom). 

31. The  principle  of  consultation  involving  the  social  partners  and 
public authorities  at  various  levels appears  to be more  widespread. 
in  terms  of  negotiating 
Differing  approaches  are  adopted 
objectives,  planning  measures  and  procedures 
resource 
management. 

for 

"Leave" arrangements  have a  limited  quantitative  effect 

32. The  ILO's Convention  No  140  concerning  Paid  Educational  Leave  has 
been  ratified  by nine Member  States  but  is not universally  applied. 

- 9 -

33. Some countries have adopted, at  central  level  or  in a decentralised 
form,  legislative measures establishing a  "right  to training  leave" 
(training  leave  in some  German  Lander,  paid  leave  for  educational 
purposes  in  Belgium,  150  h  in  Italy,  personal  training  leave  in 
France).  These  arrangements  constitute  a  limited  and  specific 
element  of  the general  opportunities for  access  to  training. 

34. There are,  in practice,  limits to how widely  these arrangements  can 
be  extended.  In  terms  of  the  number  of  employees  concerned,  they 
are still  relatively  insignificant.  They  currently  reach  less than 
1%  of  potential  beneficiaries  (as  in  France  and  Germany).  The 
limits  are  not  only  financial  but  are  also  connected  with  the 
outlook  and  approach  of  individuals  and  firms.  These  arrangements 
are  used  by  employees  for  training  with  a  direct  vocational  slant 
or  for  personal  cultural  reasons. 

Special  problems for  SMEs 

35. The  role  and  importance  of  SMEs  as  a  source  of  new  jobs  and  as  a 
prop  to  regional  development  potential  are  consistent  with  the 
objective  of  widening  access  within  these  enterprises.  They 
represent  over  90%  of  enterprises  in  the  Community  and  are  the 
backbone  of  economic  growth  in most  regions, particularly  the  less 
developed  ones. 

36.  For  SMEs,  the  lack  of  skills  amongst  their  workforce  severely 
reduces  their  capacity  to  innovate  and  expand.  Moreover,  given 
that  SMEs  are  generally  on  a  less  sound  financial  footing  than 
large companies  and  are more sensitive  to market  fluctuations, they 
do  not  find  it  easy  to  allocate  funds  for  training.  It  is 
therefore  necessary  to examine  types of  aid  which  would  allow  them 
to make  progress  in this respect  e.g.  assistance, tax  credits, etc. 
(in  Ireland,  for  instance,  a  system  of  subsidies  has  been 
introduced  in certain  sectors  to  help  SMEs  draw  up  their  training 
plans). 

37.  Insofar  as  work  organisation  is  becoming  a  key  element  of 
competitiveness, SMEs  are  both  flexible  and  adaptable  by  virtue  of 
their  size.  In  this  type  of  company,  workers  assume  several 
functions  and  often  develop  an  overall  understanding  of  the 
business.  From  this point  of  view, the principal  advantage of  SMEs 
is  that  they  can  react  rapidly  and  flexibly  to  changed 
circumstances  and  fresh  demands,  thus  requiring  privileged  access 
to  information  networks  and  appropriate  skills. 

38. The  situation  of  SMEs  vis-à-vis  training  raises  a  number  of 
specific  questions.  SMEs  have  a  mainly  local  outlook  and  their 
human  resources  are  limited.  Consequently,  any  decision  to  send 
staff  on  training  courses  must  take  account  not  only  of  the  costs 
involved  but  also  the smallness of  the workforce  and  the  difficulty 
of  reducing  the  labour  potential,  even  over  a  short  period.  A 
number  of  Member  States  have  introduced  specific  measures  to 
replace  employees  absent  for  training  (Denmark,  France)  and  local 
support  networks  to  provide  training  consultancy  and  assistance 
(Italy,  Spain,  Germany).  The  development  of  distance  and  flexible 
training  methods  is another  possible  solution  (along  the  lines of 
the  INEM's programmes  in Spain). 

- 10 -

39.  It  is  too  often  the  case  that  SMEs  become  aware  of  the  need  for, 
and  the  significance  of,  training  only  when  a  specific  problem 
arises.  These  firms  also  need  to have  access  to  information  which 
will  enable  them  to  devise  a  solution  commensurate  with  their 
resources  and organisation.  The  role of  intermediaries  is, in this 
respect,  frequently  decisive.  These  intermediaries  (chambers  of 
trades,  industry  and  commerce)  are  often  the  reference  point  for 
SMEs  in  terms  of  access  to  information  and  offer  them  services 
(consultancy,  assistance)  to  help  them  develop  a  training  policy. 
Finally,  in terms of  implementation, assistance  should  be  available 
to  ensure  that  a  firm  obtains  maximum  benefit  from  its  investment 
in training  and  selects  the most  suitable methods. 

40.  If  SMEs  are  to  derive  tangible  benefit  from  the  single  market, 
training  policies  which  take  due  account  of  their  specific 
requirements  need  to be  developed.  These  enterprises must  be  in a 
position  to  provide  their  employees  with  training  which  takes  due 
(time  availability, 
account  of 
operational 
of 
and 
intermediaries.  Steps  must  also  be  taken  to  enable  SMEs  to  band 
together  and  to  foster  relations  between  themselves  and  large 
companies  (in  Greece,  there  are  special  incentives  for  joint 
programmes  involving  large and  small  firms). 

their  specific  constraints 
potential), 
and 

financial 

role 

the 

Winds of  change 

41. Firms  and  public  authorities  are  taking  a  fresh  look  at  the 
training of employees.  This  increasing  focus of  attention  is bound 
up  with  general  economic  and  technological  circumstances  and  the 
overriding  need  to  increase  the  quality  of  production  and  services 
through more  flexible  and more efficient  work  organisation. 

42. The  new  initiatives  being  developed  for  firms  derive  largely  from 
collective  and  internal  agreements.  Comprehensive  and  general 
negotiations,  particularly 
level, 
increasingly  tend  to  make  explicit  reference  to  training.  This 
reflects both  the growing  significance of  training  within  firms and 
the  way  in  which  it  is  now  seen  as  an  investment.  Public 
initiatives  are  primarily  geared  to  groups  at  risk  and  persons 
experiencing  difficulty.  Initiatives  taken  by employees  themselves 
are more  and more  frequent  and  lead  to vocational  qualifications or 
extension of  their  skills. 

and  company 

at  sectoral 

43.  Innovative measures  for  the general  organisation  of  arrangements or 

as part  of  collective  agreements  aim to: 

take better  account  of  employees' needs  (skill  assessments, 
regular  interviews, guidance/supervision  etc.)  in  training 
pI ans ; 

involve  the social  partners more  closely  in the  development 
of  firms'  training  policies  (consultation,  negotiation)  so 
as  to  tailor  them  more  closely  to  actual  needs  and  enrich 
the  internal  social  dialogue  within  firms,  especially  in 
terms  of  analysing  qualifications,  assessing  skills  and 
planning  act ion; 

;3) 

11 -

develop  access  to  continuing  training  in  keeping  with 
general  developments  in  working  conditions  (reduction  of 
working  time)  and  work  organisation  (setting  up  bodies 
providing  work  qualifications,  combined  work/training 
schemes  and  new  means  of  access  to  training  through  the 
creation of  distance or  personalised  tools); 

extend  solutions  for  sharing  the  effort  and  cost  of 
training  by  pooling  the  contributions  of  firms  and 
employees:  training  both  within  and  outside  working  time, 
cost  of  training  borne  by  the  firm  and  the  employee, 
training  contracts, etc.; 

extend  the  consensual  approach  to  the  organisation  of 
training  measures,  leading  to  improved  cost  control:  SMEs 
grouped  together  for  training  purposes,  resource  centres 
with  personal  access, distance  training, etc.; 

develop  new  areas  of  joint  action  between  the  public  and 
private  sectors  to  give  added  impetus  and  provide  overall 
balance  for  the  system:  general  rules, adjustments  for  the 
benefit  of  certain  groups  of  persons,  advice  for  SMEs  on 
training matters, quality  control  of  training  offered. 

44. Although  access  continues  to  be  characterised  by  substantial 
disparities  across  the  different  countries,  there  is  growing 
awareness  of  the  importance  of  improved  equality  of  access  of 
employees  to  training.  Opportunities  for  access  to  continuing 
training  are  not  commensurate  with  the  level  of  initial  training 
and  the  level  of  employment.  The  lower  one's  level  of  training 
upon  entry  into working  life, the  smaller  one's  chances  of  gaining 
access  to continuing  training,  the  smallest  chance  of  access  being 
in  respect  of  the  least  qualified  jobs.  Women,  too,  receive  less 
training  than men  and older  workers  less than  younger workers. 

45. The  objective  of  reducing  this  inequality  in  opportunities  for 
access  is twofold.  Firstly,  it  is  in  line with  the objective  set 
by  the Social  Charter,  in that  access  to continuing  training  should 
be  available  for  all  the  workers  in  the  Community.  Secondly,  it 
corresponds  increasingly  to a  priority  economic  objective,  insofar 
as  enhancing  the  skill  level  of  all  employees  is  an  essential 
factor  in  the  operation  of  the  more  efficient  enterprises.  This 
also  highlights  the  increasing  focus  on  the  relation  and  link 
between  initial  training  and  continuing  training.  The  concept  of 
lifelong  training  is  gradually  gaining  acceptance  and  gathering 
pace. 

46. Dialogue  and  negotiation  between  and  with  the  social  partners  at 
all  levels, national, branch  and enterprise, are proving  sound  ways 
of  defining  the methods  implemented  to develop  continuing  training. 
This  expansion  of  dialogue  and  negotiation  is also  a guarantee  for 
better  convergence  of  employer/employee  requirements  in  the 
training  programmed  or  supported  by  the enterprise. 

Ill - THE DRAFT  RECOMMENDATION 

Acting as a catalyst 

-  12 -

47. Most  Member  States  are  currently  seeking  to overhaul  or  reorganise 
their  continuing  training  systems  in order  to  enhance  their  scope 
and  contribute  to  the  raising  of  quality  standards.  This  is 
reflected  in  a  great  number  of  recent  steps  taken  nationally, 
either  through  action  at  public  level  or  through  negotiated 
agreements  such  as those mentioned above. 

48. Against  this  background,  the  Commission  intends  to  put  before  the 
Council  a  draft  Recommendation  which  will  help  to  boost  the  steps 
taken  nationally  and  to  incorporate  them  in  an  overall  consistent 
framework.  This  is  in keeping  with  the  aim  of  generalising  access 
to  continuing  training  in  the  Community  so  that  every  worker  can 
gain access  to continuing  vocational  training  and  take advantage of 
it throughout  his working  life  in accordance with Article  15 of  the 
Social  Charter  and  point  20 of  the  joint opinion  adopted  by  the  two 
sides of  industry  under  the social  dialogue on  21  September  1991. 

49. The  Commission  sees  this draft  Council  Recommendation  as part  of  a 
broader  strategy  for  Community  action  having  a  direct  bearing  on 
the  widening  of  access  to  continuing  training  through  a  three-
pronged  approach: 

-  establishing, through  the Council  Recommendation, a  framework 
of  common  objectives  directed  at  the  Member  States,  with  the 
latter  having  responsibility  for  defining  the  procedures  for 
implementation  in  the  light  of  national  laws  and  practices,  in 
cooperation  with  the social  partners; 

-  creating  favourable  conditions  in which  the  social  partners, 
at  Community  level,  as  envisaged  by  their  agreement  of  31 
October  1991,  extend  their  joint  opinion  on  the  question  of 
access  and,  if  so  desired,  adopt  a  more  consensual  approach, 
including  collective agreements; 

-  developing  transnational  measures  throughout  the Community  as 
a  means  of  supporting  and  following  up,  by  transnational 
cooperation,  the  steps  taken  to  extend  access  and  encourage 
pooling of  resources, particularly  in terms of  implementing  and 
developing  the FORCE  programme. 

Applying  the principle of  subsidiarity 

50. The  proposed  instrument  takes  the  form  of  a Council  Recommendation 
based  on  Article  128,  thereby  complying  with  the  aim  of  using  the 
lightest  possible  form  of  legislation  at  Community  level,  in 
accordance  with  the  principle  of  subsidiarity  as  defined  by  the 
European  Council  in  Birmingham.  Member  States  alone  will  be 
responsible  for  taking  concrete  measures  and  organising  national 
systems  in the  light of each  country's  specific  legal  structure  and 
practices,  having  regard  to  the  powers  conferred  on  the  parties 
concerned  under  national  law  and  the  autonomy  of  contractual 
agreements,  in keeping  with  this  principle.  It  has  to  be  stresses 
however 
numerous 
developments  and  initiatives  undertaken  by  the  different  players. 
This  should  be  supported  in  the  perspective  of  the  Community 
Charter  of  Fundamental  Social  Rights  for  Workers  and  also  in 
accordance  with  the  principle  of  subsidiarity,  by  a  Community 
action  which  takes  account  of  the  urgency  and  importance  of 
developing  continuing  training.  This  Recommendation  provides  the 
overall  consistent  framework  capable  of  meeting  these  various 
demands. 

experiencing 

national 

systems 

that 

are 

- 13 -

51. The  Recommendation  includes  specific  provisions  concerning  support 
for extension of  the social  dialogue  in terms of  relations  based  on 
agreement  at  European  level  as  provided  for  by  the  agreement  of 
31  ctober  1991  concluded  between  the  social  partners.  It  is 
addressed  both  to  the  Member  States  and  to  the  social  partners  at 
European  level,  taking  account  of  the  major  role  played  by  the 
latter  and  the  importance of  collective agreements  vis-à-vis  access 
to continuing  training. 

The recommended  measures 

52.  In  order  to  make  access  effective  and  as  broad  as  possible,  the 
Council  recommends  that  the  Member  States  introduce  or  strengthen 
different  measures  focussing on : 

(i) 

Undertakings' training  plans and  programmes : 

The  objective  concerning  the  implementation  by  undertakings  of 
training  plans  and  programmes  was  adopted  by  the  social 
partners  in  their  joint  opinion  on  education  and  training  of 
19/06/90.  The  aim  should  therefore  be  for  undertakings  to 
implement  strategies  for  training  and  investment  in their  human 
resources  to  give  them  the  means  of  facing  up  to  market  and 
technological  dedevelopments; 

(ii) 

Specific assistance  to SMEs 

SMEs  constitute  a  central  problem  in  all  Community  countries. 
Their  size  and  the  specific  nature  of  their  organization  and 
functioning  have  to  be  taken  into  account  in  developing 
training  strategies.  Different  methods  or  mechanisms  for 
assistance,  which  have  proved  their  worth,  such  as  groups  of 
SMEs  for  training,  links between  large companies and  small  sub 
contractors,  the  contribution  of  advisory  bodies,  the 
dissemination of multi-media or  distance  learning  tools, should 
be enhanced; 

(iii)  Assistance  to undertakings  faced with  industrial  change. 

Industrial  change  and  transformation  of  the  sectoral  division 
of  activities  will  be  at  the  heart  of  changes  in  the  economic 
fabric  of  the  Community  in  the  nineties.  New  forms  of  work 
organisation  and  inter-company  links  will  have  to  be  promoted 
to maintain  competitivity  in this new context; 

(iv) 

Continuing  vocational  training  as  a  factor  of  regional 
development. 

Reflecting  certain  mechanisms  developed  in Member  States,  the 
matching  -at  regional  and  local  level- of  training  supply  and 
demand  is a  sure  guarantee  of  more  effective methods, and  more 
progressive  and  flexible  programming  of  training  supply,  and 
should  be encouraged; 

-  14 -

(v) 

Individual  training  of workers. 

The  worker  should  have  the  possibility  of  being  informed  about 
the  conditions  of  access  to  continuing  training  in  the 
undertaking  or  in partnership  with  the  public  authorities;  and 
also,  where  necessary,  about  the  absence  of  training  policy  in 
undertakings where  this  is not  developed; 

(vi) 

Assessment  of  skills and  requirements of workers. 

Individual  assessment  of  skills  and  training  requirements 
appears,  in the  light of  national  experience,  to be a factor  in 
the  better  matching  of  workers'  individual  training  needs  and 
undertakings' 
require 
However, 
guarantees of  the confidentiality of  information concerning  the 
individual, which  should  be  regulated  at  national  level; 

strategy. 

systems 

such 

(vii)  Consultation  of workers' representatives. 

training 

is  an  area  where 

Continuing 
information  and 
consultation  of  workers'  representatives,  or  of  workers 
themselves  in the undertaking  at  sector  or  inter-industry  level 
is  progressing.  In  some  Member  States,  contractual  relations 
are  the  focal  point  for  definition  of  conditions  for  access  to 
continuing  training  and  should  be  encouraged; 

(viii)  Design of  continuing  training  activities. 

point 

Content  and  design  of  continuing  training  activities  constitute 
training  strategies  in 
a  central 
undertakings.  There  are  perceptible  trends,  which  should  be 
encouraged,  towards  a wider  conception  of  training  content  and 
a  development  of  activities  leading  to  better  anticipation  of 
trends  in work  organisation  and  systems; 

for  effective 

(ix) 

New  tools and methods . 

New  techniques  of  processing  and  transfer  of  information  are a 
factor  in  the  development  of  tools, methods  and  new  approaches 
for  continuing  training.  Their  dissemination  should  be 
encouraged,  particularly  so  as  to  facilitate  access  to 
continuing  training  for  workers  who  cannot  use  traditional 
methods  : rural  areas, SMEs,  itinerant  workers; 

Vulnerable  groups. 

(x) 

Inadequacy  of  skills  is  one  of  the  chief  factors  behind 
vulnerability  to  unemployment,  segmentation  of  jobs  and 
difficulties  in  reintegration  in  case  of  loss  of  employment. 
Raising  the  basic  skill  level  of  their  employees  is  often  a 
pre-requisite  for  the  introduction  of  new  production  processes 
in  undertakings, 
new 
technologies.  All  workers  should  therefore  be  enabled  to  reach 
a basic  level  of  skills  and  to achieve  the basis  for mastery  of 
the new  technologies. 

particularly 

involve 

when 

they 

(xi) 

Overall,  women  have  less  access  to  continuing  training  than 
men,  which  is related  to  the  sectors  of  activity  in which  they 
are  most  strongly  represented,  and  the  types  of  employment  to 
which  they  have  access.  Mesures  aimed  at  reducing  these 
inequalities  should  therefore  be  encouraged. 

-  15 -

(xii)  Training  for  the  unemployed  is  in  general  principally  the 
responsibility  of  the  public  authorities.  New  links  with 
continuing  training  mechanisms  should  be  encouraged  to  promote 
increased  effectiveness  of  training  for  those  seeking  work  in 
terms of  integration  and  reintegration. 

(xiii)  Ways  of  avoiding  discrimination  in  access  to  continuing 
training  based  on  the  personal  characteristics  of  workers, 
particularly  their  nationality,  ethnic  or  social  origin, 
religion or opinons, should  be  encouraged. 

The  role of  the social  partners 

53. The  Community's  overall  strategy  incorporates  specific  measures 
which  could  be developed  by  the social  partners.  The  Joint  opinion 
which  they  adopted  under  the  social  dialogue,  on  ways  of 
facilitating  the  broadest  possible  effective  access  to  continuing 
training,  constitutes  a  first  stage.  The  measures  advocated  in 
Point  II  of  the  draft  Recommendation  are  based  largely  on  the 
proposals  put  forward  by  the  social  partners  in  their  Joint 
opinion. 

54. Continuing  vocational  training  is an area where  the social  partners 
play  a  very  active  role  and  often  take  the  lead.  Analysis  of 
national  situations  shows  that  the  pattern  of  access  in  the 
Community  is based  by  way  of  priority  on  agreements  negotiated  in-
house,  by  occupational 
level.  The 
complementarity  and  synergy  needed  between  public  measures  and  the 
relations  between  the  social  partners  are  particularly  significant 
as  regards  access  to  continuing  training  for  all  workers.  Such 
complementarity  is strong  in the Member  States  and  stands out  as a 
principle which  underpins  the direction  being  taken by  the national 
systems.  This  complementarity  should  also  be  sought  at  Community 
level  in order  to enhance  the effectiveness of  action  taken by each 
party  involved. 

branch  or  at  national 

55. The 

the 

social 

agreement 

concluded 

on 
between 
31 October  1991  sets  out  new  conditions  for  devising  and  defining 
Community  action  to  enhance  the  steps  taken  by  the  Member  States 
and  the  two sides of  industry.  It  is particularly  important, under 
this  new  approach,  to  open  up  the  channels  whereby  the  social 
partners  can  intensify  their  discussion,  examine  the  scope  for 
expanding  their  joint  opinions  and  adopt  a  more  consensual 
approach,  including  collective  agreements,  at  European  level  on 
access  to continuing  training. 

partners 

56.  In  point  III,  the  draft  Recommendation  outlines  the  circumstances 
in which  the Commission  is asked  to sustain  the  development  of  the 
social  dialogue  on  access  and  sets  out  guidelines  for  moving 
towards  agreement  at  European  level  on  this  question,  so  as  to 
reflect  the wishes of  the social  partners. 

From  the  Commission's  point  of  view,  now  that  the  social  dialogue 
on  this  question  is  under  way,  attention  should  focus  on  three 
fundamental  points which  could  be  included  in such  an agreement: 

how workers are  informed  by  firms of  the  training  available 
and of  access  to such  training; 

16 -

worker  entitlement  to  periodic  assessment  of  their  skills 
at 
changing 
regular 
qua I if icat ions; 

intervals 

light 

the 

in 

of 

details  of  how  firms'  training  plans  are  prepared  and 
implemented, and  how  they  fit  in with  the overall  corporate 
strategy. 

Accompanying  measures 

57. The  draft  Recommendation  also  calls  on  the  Commission  to  support 
the  implementation  of  these  common  objectives  by  disseminating 
comparative  information,  strengthening  exchanges  of  experience  and 
methods,  and  supporting  the  transfer  of  know-how  between  Member 
States,  targeted  mainly  at  those  regions,  sectors,  types  of 
business  and  categories  of  personnel  which  are  least  well-off  in 
terms of  access  to continuing  training. 

Fol low-up 

58. The  request  for  the  Member  States  to  report  on  the  implementing 
measures  taken  is  intended  to  establish  regular  monitoring  of  the 
implementation  and  impact  of  access  to  training  in relation  to  the 
initial  reference  situation  described  in  the  summary  tables  drawn 
up  in  1991. These  reports  should  in  particular  bring  to  the  fore 
the  new  contributions of  the  various  players  (undertakings, public 
authorities,  individuals)  and  the  synergy  between  them.  Having 
regard  to  the  measures  taken  to  coordinate  and  rationalise 
Community  vocational  training  action  programmes, and with  a view  to 
rationalising  reports which Member  States are  requested  to draw up, 
it  is  recommended  that  the  reports  on  the  implementation  of  the 
Recommendation's  objectives  and  the  reports  drawn  up  pursuant  to 
Article  11(2) of  the Council  Decision  (90/267/EEC) establishing  the 
FORCE  programme  be  integrated,  since  the  timetables  are  the  same. 
Moreover,  in  view  of  the  creation  of  a  continuing  training 
committee  under  Council  Decision  92/170/EEC,  the  views  of  the 
committee will  be sought  on  these reports. 

59. On  the  basis  of  these  reports,  and  before  30  June  1996,  the 
Commission  will  present  to  the Council  and  the  European  Parliament 
a  report  evaluating  the  implementation of  these  objectives  and  the 
development  of  the  situation  vis-à-vis  access  to  continuing 
vocational  training  for workers  in the Community.  The  report  could 
also  be  presented  to  the  Social  Dialogue  Committee  if  the  social 
partners so wished. 

60. On  this  basis,  the  Commission  is  invited,  in  the  light  of  the 
conclusions,  to  present  any  proposal  deemed  appropriate  for 
strengthening access  to continuing  training  in the Community. 

17 

A qualitative  impact 

61. The  proposal  is  primarily  designed  to  have  a  qualitative  impact, 
geared  to  increasing  access  to  continuing  training  and  at  the  same 
time  fostering  new  forms  of  work  organisation.  The  Recommendation 
should  pave  the  way  for  smoother  partnerships  between  the  public 
and  private  sectors  and  thus  promote  a more  efficient  link  between 
effort  and  investment.  Continuing  training  requirements  in  the 
years  ahead  mean  that  partnership  between  public  and  private 
sectors  conditions  the  planning  of  provision  at  regional  and  local 
level  and  the optimum  use of  resources. 

Consistency  with Community  action under  way 

62. The  draft  Recommendation  has  been  prepared  to  dovetail  with  and 
supplement  Community  action  already  under  way  in  the  field  of 
continuing  training.  It  is based  on  what  has  already  been  achieved 
through  Community  vocational  training  programmes  e.g.  FORCE  as 
regards  firms' training  plans  and  analysis  of  skills  needs, COMETT 
as  regards  continuing  training  measures  based  on  university-
enterprise  partnerships  regionally  and  sectorally,  EUROTECNET  as 
regards  a  tie-in  with  technological  innovation, and  PETRA  from  the 
point of  view of  links between  initial  and  continuing  training. 

63. These  programmes  have  helped  create  awareness  in  firms,  and  among 
those  concerned  with  vocational  training,  of  the  importance  of 
implementing  training  plans  and  incorporating  them  in  the  firm's 
overall  economic  strategy.  The  transnational  measures  pursued 
under  these  programmes  are  also  a  tangible  expression  of  the  role 
of  the  public/private  partnerships  in  providing  a  better  response 
to  vocational  training  requirements,  particularly  in  the  SMEs  and 
in  certain  specific  sectors.  The  draft  Recommendation  should  help 
to streamline  these objectives. 

64. The complementarity  between  the proposal  for  a  legal  instrument  and 
the  development  and  impact  of  action  programmes  such  as  FORCE  must 
be  stressed.  The  impact  of  these  programmes  and  their  future 
development,  in  line with  the  requests  of  promoters  and  the  wishes 
of  various  parties 
by  the 
implementation  of  the  principles 
laid  down  by  the  draft 
Recommendat ion. 

involved,  would 

be  enhanced 

for 

paves 

action 

the  way 

attitudes.  This 

65. The action  taken under  these programmes  (particularly  transnational 
partnerships)  have  a  genuine  impact  in  terms  of  convergence  and 
the 
changing 
implementation  of  the  principles  and  for  greater  convergence  of 
national  systems  for  access  to continuing  training.  The  exchanges 
and  the  combined  action  under  a  programme  such  as  FORCE  are 
achieved  within  a  common  framework  of  guidelines  which  blends  in 
with  and  consolidates  the  common  objectives  set  by  the  draft 
Recommendation.  Similarly,  action  prepared  and  pursued  by  the 
Member  States  to  apply  these  common  objectives  and  therefore  on  a 
broader  scale  than  the  action  taken  under  these  programmes,  could 
help  to  streamline  the  effects  of  these  programmes  and  foster 
convergence  of  approaches  or  methods  between  the  various  parties 
involved  at  Community  level.  This  draft  Recommendation  also 
supports  an  interrelated  and  complementary  concept  of  initial  and 
continuing  training,  in  liaison  with  the  PETRA  programme, and  aims 
to  back  up  the  qualitative  efforts  undertaken  to  promote  the 
development  of  initial  training mechanisms  in this sense. 

- 18 

66. Future Community  action on access to continuing  vocational  training 
should  also  be  linked  to steps  to adapt  to  industrial  change and 
changes  in production  systems as set out  in Article  123 and 127 of 
the  Treaty  currently  undergoing  ratification  and  in  Commission 
Communication C0M(92)  2000  "From  the  Single  Act  to  Maastricht  and 
the  means  to  match  our  ambit Ions".  The  development  of 
beyond  : 
access  to  continuing  training  for  all  workers,  skilled  and 
unskiI led a I ike,  is in fact  for all  firms  the  conditio 
sine  qua non 
for  successfully  adjusting  to  change.  Anticipating  requirements 
and  wide  access  to training  are henceforth  the key to adjusting to 
industrial 
skill-enhancing 
encouraging 
configurations  of  work  organisation  which  can  secure  quality  and 
compet it iveness. 

change 

modern 

and 

-  19 -

Proposal  for a 

COUNCIL  RECOMMENDATION 

on access  to continuing vocational  training 

THE COUNCIL OF THE EUROPEAN  COMMUNITIES, 

Having  regard  to  the  Treaty  establishing  the  European  Economic 
Community, and  in particular  Article  128 thereof; 

Having  regard  to the proposal  from  the Commission; 

Having  regard  to the opinion of  the European  Parliament; 

Having  regard  to the opinion of  the Economic and  Social  Committee; 

Whereas  the  first  principle  established  by  Council  Decision  63/266/EEC 
of  2 April  1963  laying  down  general  principles  for  implementing  a 
common  vocational  training  policy^1)  states  that  every  person  should 
receive  adequate  training,  with  particular  reference  to  the  need  to 
promote  basic  and  advanced  vocational  training  and, where  appropriate, 
retraining  suitable  for  the  various  stages  of  working  life,  and  the 
need  to  offer  to  every  person,  by  means  of  permanent  facilities  for 
vocational  advancement, the opportunity  to gain promotion or  to  receive 
instruction  for a new and  higher  level  of  activity; 

Whereas,  under  the  terms  of  Decision  63/266/EEC,  it  shall  be  the 
responsibility  of  the  Member  States  and  the  competent  institutions  of 
the Community  to apply  such  general  principles  within  the  framework  of 
the Treaty; 

Whereas  the  development  of  human  resources  by  means  of  vocational 
training  is  one  of  the  essential  elements  in  increasing  the 
competitiveness  of  the  European  economy;  whereas,  as  affirmed  by  the 
European  Council  (meeting  in  Hanover  on  27  and  28  June  1988),  the 
completion of  the Single Market  must  be accompanied  by  increased  access 
to continuing  training; 

Whereas  Article  15 of  the  Community  Charter  of  the  Fundamental  Social 
Rights  of  Workers, adopted  by  the  Heads  of  State  and  of  Government  of 
11  Member  States  at  the  European  Council,  meeting  in  Strasbourg  on 
9  December  1989, states that: 

"Every  worker  of  the  European  Community  must  be  able  to  have  access  to 
vocational  training  and  to  benefit  therefrom  throughout  his  working 
life.  In the conditions governing  access  to such  training  there may  be 
no discrimination on grounds of  nationality. 

The  competent  public  authorities,  undertakings  or  the  two  sides  of 
industry,  each  within  their  own  sphere  of  competence,  should  set  up 
continuing  and  permanent  training  systems  enabling  every  person  to 
undergo  retraining,  more  especially  through  leave  for  training 
purposes,  to  improve  his  skills or  to  acquire  new  skills,  particularly 
in the  light of  technical  developments"; 

(1) OJ No 63, 20.4.1963, p.  1338/63 

-  20 -

Whereas  Council  Directive  91/533/EEC<2)  provides  for  the  obligation  of 
employers  to  inform  employees  of  the  conditions  applicable  to  the 
contract  or  employment  relationship; 

Whereas  vocational  training  remains  of  constant  concern  to  both 
employers  and  workers  in  the  context  of  the  dialogue  between  the  two 
sides of  industry; 

Whereas,  in  their  joint  opinion  concerning  training  and  motivation, 
information  and  consultation  of  6 March  1987,  the  social  partners 
therefore  considered  that  in-service  training  should  enable  employees 
changes  in 
to  adapt  swiftly  and  continuously 
undertakings;  whereas  this  idea  was  incorporated  in  the  joint  opinion 
of  13  February  1990  on  the  creation  of  a  European  occupational  and 
geographical  mobility  area  and  improving  the  operation  of  the  labour 
market  in  Europe;  whereas  this  idea  was  further  developed  in  the 
opinion  of  19 June  1990 on  basic  education  and  initial,  vocational  and 
adult  training; 

to  structural 

Whereas  on  21  September  1991  the  two  sides  of  industry  adopted  a  joint 
opinon  on  ways  of  facilitating  the  broadest  possible  effective  access 
to  training  opportunities,  on  the  basis  of  developments  following  the 
said  joint  opinion  on  19 June 1990; 

Whereas  the  agreement  concluded  on  31 October  1991  between  the  two 
sides  of  industry  at  European  level  provides  for  the  possibility  of 
extending  Joint  opinions,  and  whereas  the  dialogue  between  them  may 
lead  to contractual  relations based  on  agreements; 

Whereas,  on  6 September  1990,  the  European  Trade  Union  Confederation 
(ETUC)  and  the  European  Centre  of  Public  Enterprises  (CEEP)  adopted  a 
framework  European  agreement  on  training  in public enterprises; 

Whereas  the  Economic  and  Social  Committee  adopted  a  report  on 
22 October  1992  on  vocational  training  as  a  means  of  promoting 
vocational  qualifications  and  a  strategic  instrument  for  the  economic 
and  social  development  of  the European  Community; 

Whereas  transnational  cooperation  measures  have  been  undertaken  at 
Community  level ; 

Whereas  such  measures  were  provided  for  in Council  Decision  90/267/EEC 
of  29 May  1990 establishing  an  action  programme  for  the  development  of 
continuing  vocational  training  in  the  European  Community  (FORCE)^3) 
and  in Council  Decision  89/657/EEC  of  18 December  1989  establishing  an 
action  programme  to  promote  innovation  in  the  field  of  vocational 
training  resulting  from  technological  change  in  the  European  Community 
(EUR0TECNET)<4), both  as amended  by Decision  92/170  EEC^5*; 

(2) OJ  No L 288, 18.10.91, p. 32 

(3) OJ  No L 156, 21.6.90, p. 1 

(4) 0J  No L 393, 30.12.89, p. 29 

(5) OJ  No L 75, 21.3.1992, p. 51 

-  21  -

Whereas  such  measures  are  also  envisaged  in Council  Decision  89/27/EEC 
of  16 December  1988  adopting  the  second  phase  of  the  programme  on 
cooperation  between  universities  and  industry  regarding  training  in the 
field  of  technology  (COMET  ll)(6)  and  in  Council  Decision  91/387/EEC 
of  22 July  1991  amending  Decision  87/569/EEC  concerning  an  action 
programme  for  the  vocational  training  of  young  people  and  their 
preparation  for  adult  and working  life  (PETRA)^7); 

Whereas  such  measures  are  also  envisaged  in  Council  Regulation  (EEC) 
No  4255/88 of  19 December  1988  laying  down  provisions  for  implementing 
Regulation  (EEC) No 2052/88 as  regards  the  European  Social  Fund^8) ; 

Whereas  demographic  trends  will  significantly  reduce  the  number  of 
young  people entering  the Community  labour  market, which,  together  with 
changes  in  the  working  environment,  must  lead  to  an  updating  and 
adaptation  of  skills among  the working  population; 

Whereas  it  has  been  noted  throughout  the  Community  that  the  problems 
faced  by women  in gaining  access  to employment  are  largely  attributable 
to  their  limited  access  to  vocational  training;  whereas  particular 
attention  must  be  devoted  to  ensuring  that  women  have  effective  access 
to continuing  vocational  training; 

Whereas  cooperation  in  the  field  of  continuing  vocational  training 
should  also  be  based  on  existing  provisions  in  force  in  the  Member 
States,  while  respecting  the  diversity  of  national  legal  systems  and 
practices,  the  powers  under  national  law  of  the  parties  concerned  and 
contractual  autonomy;  whereas  the  initiatives  taken  at  national  level 
by  the Member  States  and  the  two sides of  industry  are many  and  varied, 
and  it  appears,  as  regards  the  Community  Charter  of  the  Fundamental 
Social  Rights  of  Workers,  and  taking  into  account  the  transnational 
dimension  of  the  action,  that  they  should  be  supported  at  Community 
level  and  viewed  within  a  consistent  overall  framework;  whereas, 
finally,  it  is  essential  to  encourage  a  synergy  of  resources  and 
promote  partnerships  between  the public  and  private  sectors; 

Whereas  the  Advisory  Committee  on  Vocational  Training  has  been 
consulted;  whereas  it  has  recognized  the  strategic  importance  of  the 
question  of  continuing  vocational  training  in  undertakings,  for  the 
Member  States  and  for  the  Community,  and  the  necessity  for  the 
Community  to be seen  to play  an active  role  in this area; 

HEREBY  RECOMMENDS  AS  FOLLOWS 

(6) 0J  No L 13, 17.1.89, p. 28 

(7) 0J  No L 214, 2.8.91, p. 69 

(8) 0J  No L 374, 31.12.88, p. 21 

-  22 -

I. 

It  recommended  that  Member  States  develop  their  vocational 
training  policy with  a view  to ensuring  that  every  worker  in the 
Community  has access  to vocational  training  and  benefits  from  it 
throughout  his or  her  working  life. 

II. 

In  order  to  provide  effective  access  to  as  many  workers  as 
possible,  it  is recommended  that  Member  States: 

(i) 

ensure  that  undertakings  give  priority  to  improving  the 
quality  and  skills  of  their  workforce,  and  establish 
training  plans  and  programmes  appropriate  to  their  size 
and  company  objectives. These  plans and  programmes  should 
be  established  taking  into  account  available  human 
resources,  the  organisation  of  work,  future  skill 
requirements  and  the  need  to  anticipate  industrial  and 
technological  change; 

(ii)  make  provision  for  specific  incentives  and  support 
measures  for  small  and  medium-sized  undertakings.  These 
should  include,  for  example,  assistance  with  regard  to 
advice on  training  and  financial  and  tax  incentives. They 
should  support  small  and  medium-sized  undertakings  in 
analyzing  their  needs,  in  designing  and  implementing  a 
training 
Those 
in 
undertakings  should  ensure  the  continuing  vocational 
training  necessary  for  their  development,  taking  account 
of  the  particular  situation  of  the  employees  of  the 
undertakings,  particularly  in  order  to  promote,  where 
appropriate,  the measures  described  below; 

evaluating 

strategy 

and 

it. 

( M i)  make  provision  for  specific  incentives  and  support 
measures  for  undertakings  facing  industrial  change,  in 
order  to encourage  vocational  training  and  retraining  for 
their  employees; 

(iv)  develop  continuing  vocational  training  in  order  to  make 
it  an  essential  feature  of  regional  development.  In  this 
context,  special  attention  should  be  paid  to  rural  areas 
and  to the specific needs of  the workers  and  undertakings 
concerned.  It  is  also  recommended  that  support  be  given 
to  the  establishment  of  training  consortia,  particularly 
at  regional  or  local  level,  with  the  responsibility  for 
analysing  the  requirements  of  undertakings  and  employees 
and  providing  information  on  training  opportunities  in 
order  to  coordinate  supply  and  demand  as  closely  as 
possible; 

(v) 

ensure  that  workers  are  informed,  particularly  at  the 
time  of  recruitment,  about  the  undertaking's  continuing 
vocational  training  policy  and  programmes.  In particular, 
this  information  should  include  the  rules  and  conditions 
governing  access  to continuing  vocational  training  within 
the  undertaking  and/or 
in  partnership  with  public 
authorities,  including  those  applying  to  the  attendance 
of  training  courses  during  working  hours,  leave  of 
absence  to take examinations,  and  training  leave-, 

-  23 -

(vi)  enable  workers  to  obtain,  on  request,  an  assessment  of 
their  skills  and  training  needs.  This  confidential 
assessment,  which  shall  be  the  property  of  the  worker, 
must  be  carried  out  within  the  undertaking  and/or  in 
partnership  with  specialised  training  institutions; 

(vii)  encourage  the  information  and  consultation  of  workers' 
representatives 
such 
representatives,  the workers  themselves on  the setting up 
and  implementation  of  training  plans  and  programmes  in 
the undertakings; 

absence 

or, 

the 

of 

in 

(viii) encourage  access  by  workers  to  training  of  appropriate 
duration  leading  to  recognised  qualifications.  To  this 
end,  it should  be  ensured  that  training  is broadly-based 
and  provides  the  means  to  anticipate  and  master 
developments  in  production  systems  and  the  organisation 
of  work,  as  well  as  the  consequences  of  completing  the 
Single  Market,  with 
the  economic, 
technological  and  social  context  of  the  undertaking; 

reference 

to 

(ix)  promote  the  use  of  open  and  distance  learning  systems, 

and multi-media  and  self-1 earning  tools; 

(x) 

enable  less-qualified  workers,  whatever  their  status,  to 
benefit  from  continuing  vocational  training  measures 
enabling  them  to  achieve  a basic  level  of  qualification, 
and  give  them  the  basis  for  mastery  of  new  technologies. 
Particular  attention  should  be  paid  to  providing  access 
to continuing  training  for workers who  have  not  benefited 
from  training  for  a  certain  length  of  time,  disabled 
workers  and  those  who  are  most  vulnerable  in  case  of 
unemployment ; 

(xi)  encourage  access  for  and  effective  participation  by women 
in  continuing  vocational  training.  This  applies  in 
particular  to women  returning  to work,  in order  to enable 
them  to  raise  their  level  of  basic  skills  and  to 
diversify  the  choice  of  occupations  to  which  they  have 
access; 

(xii)  encourage  access  to  and  participation  in  vocational 
training  for  the  unemployed.  Particular  attention  should 
be  paid  to  the  young  and  the  long-term  unemployed  in 
order  to  improve  their  occupational  integration  and 
reintegration,  in particular  by  developing  links  between 
initial  and  continuing  training  and  by  reinforcing  the 
involvement  of  undertakings  in their  training; 

(xiii) ensure  that  all  workers  in  the  Community  shall  have 
without 

to  continuing 

vocational 

training 

access 
discr iminat ion. 

III. 

The  Commission  is  invited  to  reinforce  cooperation  with  Member 
States  and  the  two  sides  of  industry  in  order  to  support  the 
implementation of  point  II. 

-  24 -

To  this end  the Commission,  utilising  the  full  potential  of  the 
Community  action  programmes  and  initiatives  in  the  field  of 
training,  is  invited  to: 

-  disseminate  and  add  to the body  of  comparative  information on 
continuing  vocational  training  systems,  including  existing 
provisions  and  methods  for  integrating  young  Job-seekers  and 
the  long-term  unemployed  into the  labour  market; 

-  reinforce  exchanges  of  experience  and  methods  of  good 

practice  in continuing  training; 

-  support  transfers  of  know-how  between  Member  States  by  means 
of  transnational  partnerships  and  networks,  especially  for 
the  benefit  of  regions,  sectors,  types  of  undertaking  and 
groups  of  workers  for  whom  access  to  continuing  training  is 
less developed. 

The  Commission  is  also  invited  to  make  all  useful  information 
available  to  both  sides  of  industry  at  Community  level  and  to 
support  their  efforts,  within  the  dialogue  between  them,  to 
discuss  access  to  continuing  training  in  greater  depth  and  to 
extend  the  joint  opinions which  they  have  adopted.  Such  dialogue 
may  lead  to contractual  relations  based  on  agreements. 

IV. 

Member  States  are  invited  to  provide  the  Commission,  by  the end 
of  the  first  six  months  of  1995,  with  a  report  setting  out  the 
measures  taken  under  the  terms  of  point  II. This  report  should 
be  integrated  with  each  national  report  drawn  up under  the  terms 
of Article  11(2) of  the Decision  90/267/EEC. 

The  Commission  is  invited  to  consider  the  opinion  of  the 
EUROTECNET-FORCE  Committee  set  up  by  Decision  92/170/EEC  on 
these  reports. 

On  the  basis  of  these  reports  and  the  results  of  the  dialogue 
between  the  two  sides  of  industry,  the  Commission  is  invited  to 
present,  not  later  than  30 June  1996,  an  assessment  report  on 
access  to  continuing  training  in  the  Community,  featuring  the 
results  obtained  by  applying  the  measures  set  out  in  point  II. 
This  report  should  be  presented  to  the  Council,  the  European 
Parliament  and  the  Economic  and  Social  Committee.  It could  also 
be  presented  to  the  Social  Dialogue  Committee  at  the  request  of 
the  two sides of  industry. 

The Commission  is  invited  to present  any  appropriate  proposal  to 
reinforce  access  to  continuing  training  for  workers  in  the 
Community,  in the  light of  the conclusions  of  this  report. 

V. 

This Recommendation  is addressed  to  the Member  States  and  to the 
two sides of undustry  at  Community  level. 

Done at Brussels, 

For  the Counc i I 

The  President 

- 25 -

IMPACT ASSESSMENT  FORM 

THE  IMPACT OF THE PROPOSAL ON  BUSINESS 
with special reference to small and medium  sized 
enterprises  (SMEs) 

Title of  proposal 

Council  Recommendation  relating  to Access to Continuing  Training. 

The  proposal 

Taking  account  of  the  principle  of  subsidiarity,  why  is  Community 
legislation  necessary  in this area and what  are its main aims ? 

In view of  demographic developments  (less young  people entering  the 
workforce)  in  the  Member  States  and  of  the  impact  of  technological 
change  on  qualifications  (see Table  1  for  the  case  of  Germany),  the 
Recommendation  aims  to  support  the  development  of  access  to 
continuing  training  by action to be taken  by the Member  States  and by 
the Social  Partners, in the  framework  of  national  dispositions. 

The  Recommendation  invites  therefore  Member  States  to  enhance  access 
to  continuing  training  by  establishing  measures  which  will  remove 
obstacles  presently  experienced  by  firms,  employees  and  special 
groups  (e.g. women, unskilled  workers).  These  obstacles  are  related 
either  to  a  lack  of  information  and  consultation  between  interested 
parties  or  to  a  lack of motivation  for  the  individual  to  participate 
(see  provision  II.  (vi)  on  skills  assessment)  and  for  the  firm  to 
invest  (see  provision  II.(i)  on  training  plans  and  programmes)  in 
continuing  training. 

The  Recommendation  provides  also  follow-up  action  to  the  work 
programme  relevant  to the Social Charter,  in particular  Art. 15. 

- 26 -

The impact on business 

2.  Who will be affected by the proposal ? 

The  Recommendation  does  not  provide  for  discriminatory  measures 
between  sectors  of  business.  It  acknowledges  however  the  lack  of 
access  to  continuing  training  experienced  by  SMEs  and  by  industry 
undergoing structural change and recommends to Member States to take 
appropriate action in this respect  (see 11.(11),  (iii). 

3.  What will business have to do to comply with the proposal ? 

The Recommendation  invites Member  States to  establish  or  reinforce 
measures  which  provide  the  means  for  career  development 
considerations  of  the  individual  and  incentives  for  skills 
improvement  to  be  linked  with  the  business  strategy  of  the 
enterprise,  to the mutual benefit of both parts. 

Depending on the measures decided by the Member States in application 
of  the  measures  contained  in  the  Draft  Recommendation,  firms  may 
have  to  inform  their  employees  or  their  representatives  on  their 
continuing, training  plans  or  on  conditions  governing  access  to 
continuing training. 

Member  States  are  invited  to  raise the  awareness of  firms  relating 
the  quality  of  their  workforce  qualifications with  the  competitive 
advantage  of  the  firm  and  encourage  the  establishment  of  training 
plans by firms. 

In order to  increase the efficiency  and effectiveness of  continuing 
training  for firms, training assessments of individual employees may 
take place  in order to clarify  the objectives that  the training  is 
supposed  to  attain  and  increase  the  motivation  of  the  individual 
employees. 

The above actions address the issue of continuing vocational training 
as  an  investment  for  the  firms  in  terms  of  its  impact  on 
productivity, competitiveness and structural adaptation capacity. 

4.  What economic effects is the proposal likely to have ? 

ECONOMIC EFFECTS ON EMPLOYMENT. 

The  proposal  is  likely  to  have  a  positive  impact  on  employment 
especially  through  its  provisions  concerning  groups  in  danger  of 
exclusion  from  the  labour  market  or  of  groups  or  firms  which 
currently  experience  obstacles  in  having  access  to  continuing 
training  (see attached Table 1  "The qualification structure of the 
workforce in Germany 1992/2000" , Table 2  "Labour Force Employed and 
Self-employed  According  to  Educational  Attainment  (in  1000s)  in 
Germany", Table 5 "Participation  in Continuing Training According to 
Occupational Status in Germany  (1988)"). 

- 2? -

3 

ECONOMIC EFFECTS OF THE INVESTMENT AND THE CREATION OF NEW BUSINESSES 

The  proposal  underlines  the  importance  of  access  to  continuing 
training  as  an  investment  for  the  enterprises  and  supports  the 
creation  of  new  businesses  through  measures  under  II. 
Thus, 
providing the necessary skills base to support the economic potential 
of a region or locality. 

ECONOMIC  EFFECTS  OF  THE  PROPOSAL  ON  THE  COMPETITIVE  POSITION  OF 
BUSINESSES. 

Measures to be established or reinforced will contribute raising  the 
skill level of the workforce, and thus raise the competitive position 
of business. 

5.  Does  the  proposal  contain  measures  to  take  account  of  the  specific 
situation  of  small  and  medium  sized  firms  (reduced  or  different 
requirements, etc) ? 

MEASURES FOR SMEs 

Part  II.  recognises  the lack of access to continuing  training  for 
SMEs  at  present  and  supports  the  provision  of  special  incentive 
measures  for  these  firms  to  be  taken  by  public  authorities  at 
relevant level. 

Recent  studies  confirm  that  participation  rates  in  continuing 
education  in  SMEs  are  well  below  those  of  larger  firms  even  when 
these  comparisons  are  established  for  employees  having  the  same 
educational attainment.  The same is true for expenditure. 

In France  data on participation in continuing training  according to 
size of firm and occupational status  (1988) suggest that non-skilled 
and  semi-skilled  workers of  enterprises  having  10 to  19 employees 
is of the order of  1.9% while the same group of workers  working for 
a company of more than 2000  have a participation rate of 23.8%.  The 
same  is  true  for  expenditure  i.e.  that  the  relative  size  of 
expenditure  for continuing  training  increases with the  size of the 
firm  [See Table 3 "Participation in Continuing Training According to 
Size  of  Firm  and  Occupational  Status  in  France,  (1988)",  Table  4 
"Outlays  for  Accredited  Continuing  Activities  Training  in  France 
According to Size of Firm"  (in Absolute Figures and  in Per Cent of 
Wage Bill (1989)]. 

According to a regular representative survey  in the Federal Republic 
of  Germany  (Berichtssystem  Weiterbildung)  participation  rates  of 
employees were significantly  higher  in  larger  firms  (1000+) than in 
smaller  (less  than  100)  firms  (41%  as  compared  to  33%). This 
discrepancy is even greater when participation in continuing training 
proper  is concerned  : almost twice as many employees  in large firms 
undergo training as.in small ones (31% compared to 17%). 

- 28 -

was  below  average.  Whereas  participation 

The  same  picture  emerges  from  two  other  studies.  A  1988  German 
inquiry, based on a representative sample of about lO per cent of all 
enterprises,  found  that  in  firms  with  less  than  50  employees, the 
in 
participation 
enterprises with more than 500 employees was well above.  In concrete 
figures the following situation emerged  : for the period 1980-1985 in 
firms  with  fewer  than  50  employees  21  per  cent  of  the  workforce 
completed a programme of continuing education or training, while the 
rate was 25 per cent for firms with between 50 and 500 employees, and 
29 per  cent  for enterprises with  a workforce of more  than  500 (cf. 
Koch,  p.  185).  Other  studies  confirmed  that  smaller  firms  are 
significantly  less  active  than  larger  firms  with  respect  to  the 
continuing  training  of their employees  (cf. von Bardlesleben  et  al. 
1986). 

Consultation 

6.  List the organisations which have been consulted about the proposal and 

outline their main views. 

6.1.  In the context of the Social Dialogue and their Joint Opinion on 
ways  of  facilitating  the  broadest  possible  effective  access  to 
training opportunities, of 21 September 1991, the social partners 
have confirmed the priority nature of continuing training. 

6.2.  In preparation  of  the proposal, a tripartite  consultation  under 
the auspices of the General Directors of Vocational Training  has 
taken  place  at  national  level  in each of  the  12 Member  States 
(June 91). 

6.3.  The statutory ACVT (Advisory Committee on Vocational Training) of 
a  tripartite  composition  has  given  its  advice  on  the  10/11 
September 1992. 

- 29 -

T A B LE  1 

The Qualification Structure of the Workforce  in Germany 
1982-2000  (Medium Growth  Variant) 

TYPE OF JOB  ACTIVITY 

QUALIFICATION 
(IN  PERCENT) 

II 

III 

without 
training 

apprenticeship  technical 

vocational 

school 

IV 
higher 
education 

Actual  1982 
Structured) 

1. Production  crafts 

3 8 ,1 

maintenance 

2. Storage,  transportation 

3 0 ,1 

sales 

3. Office  (clerical 
secretarial) 

2 1 ,8 

4. Managerial,  Research, 

9 ,7 

Development 

5. Janitors, Domestics, 
Catering,  Waiting 

6. Service Jobs, 

Liberal  Professions 
Teachers, Health  Care 

6 3 ,3 

1 9 ,5 

5 4 ,0 

6 4 ,3 

7 1 ,9 

5 0 ,1 

3 4 ,0 

3 9 ,4 

6 ,9 

3 ,6 

3 ,6 

1 6 ,6 

2 ,0 

7 ,4 

1 ,0 

2 ,0 

2 ,7 

2 3 ,6 

0 ,7 

3 3 ,7 

TOTAL  1982 

32,0 

52,9 

6,6 

8,5 

The projected  year 
2000  structure 

1. Production  crafts, 

24,4 

maintenance 

2. Storage, transportation 

16,8 

sales 

3. Office  (clerical 
secretarial) 

11,6 

4. Managerial, Research 

2,3 

and  Development 
5. Janitors, Domestics 
Catering,  Waiting 

6.  Service  jobs, 

Liberal  Professions, 
Teachers, Health  Care 

49,3 

14,7 

65,8 

76.8 

75,4 

53.9 

44,6 

33,6 

8,3 

2,9 

3,4 

16,1 

2,6 

4,2 

1,5 

3,5 

9,6 

27,7 

3,5 

47,5 

TOTAL  2000 

19,8 

58,7 

6,7 

14,8 

(1) 

partly, estimated 
Source  : von  Rothkirch/Weidig  (1985) 

- 30 -

T A B LE 

Labour Force Employed and Self-employed According to 
Educational Attainment  (in 1000s) in Germany 

Without vocational 
training 

Completed vocational 
training 
(qualified worker) 

Middle level skill base 

With completed higher 
education degree 

1975 

1985 

Number 

% 

Number 

% 

8  851 

34,4 

7  239 

27,2 

13 410 

52,1 

14 782 

55,5 

1 643 

1 848 

6,4 

7,2 

2  009 

2  597 

7,5 

9,7 

Total 

25 752 

100 

26 626 

100 

Source : 

Deutsches Institut fur Wirtschaftsforschung  (German Institute for 
Economic Research), Wochenberichte  (Weekly Report), No. 7, Berlin 
1988. 

- 31 -

T A B LE  3 

Participation in Continuing Training According to 
Size and Firm and Occupational Status in France. (1988) 

Number of Employees 

10-19 
% 

20-49 
% 

50-499 
% 

500-1999 
% 

more than  2000 
% 

Non-skilled and 
semiskilled  workers 

1,9 

3,4 

8,4 

15,3 

23,8 

Skilled  workers 

4,8 

6,2 

14,3 

23,2 

Employees 

10,2 

12,8 

22,0 

32,9 

Technicans and middle-
management 

14,5 

19,0 

23,8 

49,6 

Engineers and managers 

16,5 

21,7 

37,1 

57,7 

Total 

14,6 

16,3 

25,6 

35,1 

Source  : Doc. annexe a 

la Loi 

de Finance, 1990 

40,9 

43,3 

68,1 

67,2 

48,8 

- 32 -

T A B LE  4 

Outlays  for Accredited Continuing Activities Training  in France According to 
Size of Firm  (in Absolute Figures and in Per Cent of Wage Bill)  (1989) 

Number of 
Employees 

10-19  20-49  50-499  500-1999  more than Total Enter-
2000  prises with 

more than 10 

Expenditure 
(million FF)  584 

991 

6229 

5778 

16256 

30838 

Expenditure 
as per cent of 
wage bill 

1,34 

1,44 

2,01 

2,91 

4,68 

2,97 

Source : Doc. annexe à la Loi de Finance, 1990 

- 33 -

T A B LE  5 

Participation in Continuing Training According 
to Occupational Status in Germany (1988) 

EMPLOYMENT STATUS 

PERCENTAGE OF WORKFORCE 

Unskilled and semiskilled 

Skilled workers 

6% 

16% 

Employees with simple responsabilities 

20% 

Employees with higher level 
responsabilities 

Managers 

31% 

32% 

Source :: Berichtsystem Weiterbildungsverhalten  (p. 54) 

-  34  -

ISSN 0254-1475 

COM(92) 486 final 

DOCUMENTS 

EN 

04 

Catalogue number : CB-CO-92-611-EN-C 

ISBN 92-77-51078-1 

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