Final report on the FORCE Programme - Action programme for the development of continuing vocational training in the European Community
Date: 1997-07-22
Institutions: European Commission
Subjects: EU programme, continuing education, impact study, project evaluation, vocational training

COMMISSION  OF THE EUROPEAN  COMMUNITIES 

Brussels, 22.07.1997 
COM(97)  384  final 

FINAL REPORT 

ON THE FORCE PROGRAMME 

-  Action Programme for the 

Development of Continuing Vocational Training 

in the European Community  -

(presented by the Commission) 

CONTENTS 

1. 

Council Decision and Context 

2. 

3. 

4. 

5. 

6. 

7. 

8. 

9. 

Objectives and Content of FORCE 

Institutional  Structures 

Transnational Measures 

Outputs and Dissemination 

Continuing Vocational Training in Enterprises: Facts and Figures 

Linking Continuing Vocational Training to Community Policies 

Financial Resources 

Results from the External Evaluation 

10. 

Conclusion 

Annex I: 

Key Figures on the FORCE Network 

Annex II: 

List of FORCE Publications 

Final Report 
on the FORCE Programme 
for the Development of Continuing Vocational Training 
in the European Community 

INTRODUCTION 

The  interim  report  prepared  by  the  Commission  (document  COM(94)418  final  of  13  October 
1994) set out the development  of the  FORCE  Programme from  1 January  1991  to  31  December 
1993. 

This  final  report,  while  summarising  the  overall  implementation  of  the  FORCE  Programme 
between  1  January  1991 and 31 December  1994, focuses  more specifically  on the issues related to 
outcomes: evaluation, exploitation, monitoring and dissemination of the results, and the conclusions 
to be drawn for the development of Community policy in the field of continuing vocational training. 

1.  COUNCIL DECISION AND CONTEXT 

1.1.  FORCE  was  launched  on  1 January  199.1.  for  a  period  of  four  years,  on  the  basis  of  Council 
Decision  90/267/EEC  establishing  an  action  programme  for  the  development  of  continuing 
vocational training in the European Community. 

1.2.  FORCE evolved as part of the growing consensus throughout the Community on the importance of 
continuing  vocational  training  as  a  decisive  factor  in  the  economic  and  social  strategies  of  the 
Member  States,  expressed  in  particular  through  the  Council  Resolution  of  5  June  1989  on 
continuing  vocational  training,  in which  it  requested  the  Commission  to  lay  before  it  as  soon  as 
possible an action programme on continuing vocational training. 

1.3.  In line with these developments, the Commission proposal COM(89) 567 final of 8 December  1989 
was submitted to the Council, the European  Parliament  and the  Economic  and  Social  Committee; 
on  this  basis,  FORCE  was  adopted  on  29  May  1990  (Decision  90/267/EEC)  with  the  aim  of 
supporting and complementing the policies and activities developed by and in the Member States in 
the area of continuing vocational training. 

2.  OBJECTIVES AND CONTENT OF  FORCE 

2.1.  The objectives of the FORCE Programme, as stated in Article 2 of the Decision, were as follows: 

a) to encourage a greater and more effective  investment effort  in continuing vocational training and 
an  improved  return  from  it,  in  particular  by  developing  partnerships  designed  to  encourage 
greater  awareness  on the part  of the public  authorities,  undertakings  -  in particular  small  and 
medium-sized  undertakings  -  both  sides  of  industry  and  individual  workers,  of  the  benefits 
accruing from  investment in continuing vocational training; 

b)to  encourage  continuing  vocational  training  measures  by,  for  example,  demonstrating  and 
disseminating  examples  of  good  practice  in  continuing  vocational  training  to  those  economic 
sectors  or  regions  of  the  Community  where  access  to,  or  investment  in,  such  training  is 
currently inadequate; 

c) to encourage  innovations  in the  management  of  continuing  vocational  training,  methodology  and 

equipment; 

d)to  take  better  account  of the consequences  of the  completion  of the  internal  market,  in  particular 
by  supporting  transnational  and  transfrontier  continuing  vocational  training  projects  and  the 
exchange  of  information  and  experience; 

e) to  contribute  to  greater  effectiveness  of  continuing  vocational  training  mechanisms  and  their 
capacity  to  respond  to  changes  in  the  European  labour  market,  by  promoting  measures  at  all 
levels,  in  particular  to  monitor  and  analyse  (he  development  of  continuing  vocational  training 
and  identify  better  ways  of  forecasting  requirements  in lerms of qualifications  and  occupations 

2.2.  FORCE  was  made  up of  two  sets  of  measures,  set  out  in Article  3 of  the  Decision: 

- 

firstly,  a  'common  framework  of  guidelines'  aiming  at  the  promotion  of  common  targets 
between  the  Member  States,  particularly  as  far  as  incentives  to  invest  in continuing  vocational 
training  and  wider  access  to  it were  concerned  (Art.  5 of  the  FORCE  Decision);  Art.  I 1 of  the 
FORCE  Decision  required  the  Member  States  to  report  to  the  Commission  on  the  steps  taken 
to  implement 
information  on  current 
including 
arrangements  to promote  and  finance  continuing  vocational  training. 

the  common  framework  of  guidelines, 

- 

secondly,  the  transnational  measures  backing  up  the  Member  State  initiatives  (Art.  6  and  the 
Annex to the  Decision). 

3. 

INSTITUTIONAL  STRUCTURES 

3.1.  The  Commission  was  assisted  in  the  implementation  of  the  Programme  by  an  Advisory  Committee 
(after  1 July  1992,  on  the  basis  of  the  Council  Decision  of  16  March  1992,  a  Single  Advisory 
Committee  for  EUROTECNET  and  FORCE)  made  up  of  two  representatives  from  each  Member 
State,  usually  from  the  Ministries  of  Labour  and  Education,  and  twelve  observers  from  both  sides 
of  industry  at  European  level  (UNICE/CEEP  and  ETUC).  This  composition  helped  to  ensure 
effective  interplay  between  Community  action  and  Member  State  policies  and  practice,  and  the 
Committee  played  an  active  role  in  advising  the  Commission  on  the  operational  guidelines 
governing  FORCE,  the  allocation  of  budgetary  resources  and  the  overall  balance  between  different 
measures. 

3.2.  To  ensure  effective  implementation  of  FORCE  at  national  level,  the  Commission  assigned  to  the 
FORCE  Committee  members  the  task  of  setting  up  National  Coordination  Units  in  each  Member 
State.  These  Units  carried  out  widespread  information  and  advisory  activities  on  the  programme: 
the  presentation  and 
publicizing  calls  for  proposals,  working  closely  with  promoters  on 
management  of  projects,  monitoring 
implementation,  and 
their 
the  projects 
disseminating  the  results  of  the  programme  at  national  level;  in  addition,  they  played  a  key  role  in 
the  implementation  of  the  surveys/analyses  strand  of  FORCE,  particularly  as  far  as  contacts  with 
the  social  partners  and  evaluation  of  the  findings  at  national  level  were  concerned.  They  met 
regularly  at  the  invitation  of the  Commission  to coordinate  their  activities  at  Community  level 

throughout 

3.3.  Most  Member  States  also  set  up  National  ('ommittees  composed  of  the  national  representatives  of 
the  FORCE  Committee,  representatives  of  other  administrations,  both  sides  of  industry,  and 
usually  the  National  Coordination  Unit.  Their  role  varied  from  country  to  country  but  involved 
essentially  bringing  together  the  principal  institutional  actors  in  continuing  vocational  training  for 
the  approval  or  validation  of  FORCE  activities  and  dissemination  of  their  results.  This  implied  a 
two-way  information  flow  between  the  Commission  and  the  Member  States  and  a  forum  for  the 
coordination  of  Community  and  national  priorities. 

3.4.  The  FORCE  Technical  Assistance  Office,  numbering  18-20  persons,  provided  technical  assistance 
to the Commission  at  European  level,  carrying  out  a  wide  range of project-based  tasks  and  specific 
expert  and technical  activities. 

4. 

TRANSNATIONAL  MEASURES 

4.1.  At  the  core  of  the  transnational  measures  is  the  principle  of  the  transfer  of  knowledge,  innovation, 
experience  and  know-how  throughout  the  Community,  on  the  basis  of  active  partnerships  between 
companies,  the  social  partners  and  research  and  training  institutes.  FORCE  provided  the  first 
testing  ground  for  a  collaborative  approach  to  the  development  of  Community  continuing  training 
policy  and  practice. 

4.2.  The  transnational  measures  described  in  Article  6  and  in  the  Annex  to  the  FORCE  Decision 
comprised  Action  I  -  Support  for  innovation  in  continuing  vocational  training  and  Action  II  -
Analysis,  monitoring,  assessment  and  forecasting. 

4.3.  In practice these  activities  were grouped  into  'direct1  and  'research"  projects.  After  consultation  of 
the  FORCE  Committee,  two types  of  procedure  were  adopted  to  develop  these  two  distinct  strands 
of  the  Programme,  and  set  out  in  the  FORCE  VADEMECUM.  Briefly,  the  Type  1  procedure, 
referring  to  the  'direct'  projects,  involved  publication  of  an  open  call  for  proposals  in  the  Official 
Journal,  and  a three-fold  selection  process  before  consultation  of  the  Advisory  Committee  and  final 
decision  by  the  Commission.  The  Type  2  procedure  for  the  'research'  projects  operated  according 
to  a  restricted  choice:  the  members  of  the  Advisory  Committee  indicated  expert  organisations  to 
carry  out  the  work  and  were  consulted  on  approach,  content  and  methodology;  findings  were 
submitted  to  the  FORCE  National  Coordination  Units  and  the  Advisory  Committee  for  evaluation 
at national  and  European  levels  respectively. 

4.4.  "Direct"  projects 

4.4.1.  So called  because  application  was  made directly  to the Commission  following  a  call  for  proposals 
published  in  the  Official  Journal  (see  OJ  Nos  C  11 I  of  26.04.91,  C  I  of  04.01.92  and  C  92  of 
02.04.93),  the direct  projects  covered: 

1)  pilot  projects 

focused  on 

the  development  and  dissemination  of 

innovative 

training 

management,  techniques  and  materials; 

2)  qualification  projects  centred  on  the analysis  of enterprise  skill  and  training  needs; 

3)  exchanges  between  human  resource  managers,  trainers,  workers'  representatives,  unions  and 
in 

to  promote  the  rapid  dissemination  of 

innovation 

employers'  associations,  designed 
continuing  vocational  training. 

4.4.2.  Three  calls  for  proposals  were  announced  during  the  life  of  FORCE,  resulting  in  the  selection  of 
720  projects  (out  of  a  total  of  some  2400  submitted).  Priorities  were  adjusted  from  call  to  call, 
but  consistently  addressed  the quality  of  projects  assessed  from  the  point  of view  of their  potential 
contribution  to  investment  in  continuing  vocational  training  by  companies  and  access  to  it  for  all 
groups  of workers; the direct  involvement  of companies  in  priority,  particularly  S M Es,  and  of  the 
social  partners;  the  design,  development  and  implementation  of  training  plans  as  part  of 
companies'  business  strategy;  the  significance  of the transnational  partnerships. 

4.4.3.  The  third  and  last  call  in  1993,  it  should  be  recalled,  comprised  two  strands  with  a  specific  focus 
of  particular  significance  for  the  development  of  continuing  vocational  training  within  the 
Community:  Strand  I centred  on  the  development  of  training  and  qualification  in  companies  as  a 
response  to  the  challenge  of  industrial  changes  and  the  dissemination  and  transfer  of  innovative 

solutions  in  the  Member  States;  Strand  II  linked  the  'direct'  projects  with  the  action-oriented 
research  carried  out  under  FORCE  by  focusing  on  the  testing,  dissemination  and  development  of 
the  results  of  the  sectoral  surveys  of  continuing  vocational  training  plans  (on  the  retail  trade, 
agro-food  and  car  repair  sectors)  and  of  the  analysis  of  contractual  policy  on  continuing 
vocational  training.  This  was  an  initiative  with  a  high  potential  for  multiplier  effects.  The  results 
are examined  below. 

4.4.4.  The  720  projects  selected  under  the  three  calls  created  a  highly  significant  transnational  network 
of  companies,  social  partners  and  training  institutes  (and,  after  1993,  public  authorities)  for  the 
transfer  of  expertise  and  innovation  in  continuing  vocational  training.  The  network  comprises 
over  7000  members  of which  50% are companies,  in  large  part  SMEs  or groupings  of  SMEs,  and 
some  15%  represent  the  social  partners.  (Direct  company  and  social  partner  involvement  in  fact 
increased  from  call  to  call).  The  key  figures  on  the  FORCE  Network  are  presented  in Annex  I to 
this  report. 

4.4.5.  Overall  distribution  of  FORCE  projects  according  to  the  country  of  origin  of  the  contractor  was 

as  follows. 

Country 
B 
D 
DK 
E 
F 
GR 
I 
IRL 
L 
NL 
P 
UK 

N° projects 
58 
75 
31 
82 
90 
70 
77 
48 
12 
34 
43 
89 
709 

Amount  allocated  (ECU) 
5,063.000 
6,640,500 
2,770,000 
6,602.600 
6,480,375 
5,428,500 
6,777,000 
3,536,000 
1,026,500 
2,730,000 
3,421,475 
7,343,400 
57,819,350 

4.5.  "Research"  projects 

4.5.1.  The  transnational 

'research'  projects  comprise  the  FORCE  Sectoral  Surveys  of  continuing 
vocational  training  plans,  the  Analysis  of contractual  policy  on  continuing  vocational  training,  the 
Statistical  Survey  of  company  continuing  vocational  training,  the  Reporting  System  -  access, 
quality  and  volume  of  continuing  vocational  training  in  Europe  -  and  the  European  Continuing 
Training  Report.  Together  these  activities  provide  a  concentration  of  data  on  national  systems 
and  practices  and  a  substantial  fund  of  information  for  both  sides  of  industry,  companies  and 
policy-makers  at  all  levels. 

4.5.2.  A  number  of  innovations  in  respect  of  methodology  and  dissemination  of  results  were  introduced 
into the  sectoral  surveys,  whose  aims  and  procedures  were  described  in the  Interim  Report  on  the 
FORCE  Programme: 

-  following  the  intermediate  external  evaluation,  the  methodological  tools  (overall  examination 
of  the  sector,  case-study  analysis)  developed  for  the  first  three  surveys  (retail  trade,  agro-food 
and  car  repair)  were  reinforced  and  simplified,  then  tested  in  the  course  of  the  fourth  European 
survey  on  the  road  transport  sector;  the  results  confirmed  the  aptness  of  the  approach  and  the 
transferability  of the  methodology; 

-  the  proposal  to  link  the  results  of  the  surveys  to  the  calls  for  proposals  in  respect  of  the 
"direct"  projects  was  tested  out  in  19l)3  with  the  launch  of a  specific  call  for  proposals  tied  in 

with  the  results  of  the  first  three  sectoral  surveys;  the  final  external  evaluation  shows  that  the 
'specific  calf  approach  is  not  conclusive  and  that  the  real  added  value  of  the  surveys  lies  in  a 
structured  European  debate  with  the  parties  concerned  (enterprises,  public  authorities,  social 
partners),  as  part  of  a  systematic  process  of  monitoring,  evaluation  and  dissemination  of  the 
work  (including  pilot  projects  and  exchange  programmes)  initiated  by  the  Commission  in  liaison 
with  the  Member  States  and  the sector's  major  players; 

-  two  further  experiments  in  1993-94  focused  on  carrying  out  sectoral  analyses  through  the 
networking  of  "direct"  projects  accepted  in  the  wake  of  the  call  for  proposals  in  the  motor 
vehicle  construction  and  tourism  sectors;  the  main  benefit  from  this  approach  is  not  so  much  the 
identification  of  innovative,  meaningful  practices  as  the  setting  up  of  a  common  reference 
framework  for  transnational  cooperation  between  the  various  parties  directly  involved  (e.g. 
persons  responsible  for  in-house  training). 

4.5.3.  The  analysis  of  contractual  policy  gave 
for 
to 
disseminating  "good  practices"  and 
transferability;  one  outcome  has  been  the  setting  up,  on  the  initiative  of  the  social  partners  and  in 
the  context  of the  Social  Dialogue, of the support  mechanism. 

the  development  of  methodological 

to  consideration  of 

the  mechanisms 

relating 

tools 

rise 

4.5.4.  The  Synoptic  Report  on  continuing  vocational  training  access,  quality  and  volume  in  Europe,  the 
Community  Statistical  Survey  on  continuing  vocational  training  in  companies  and  the  European 
Report  on  the  current  situation  and  future  perspectives  for  continuing  training  in  Europe  are 
three  essential  and  complementary  instruments  for  pursuing  the  aims  of  Article  127  EC,  namely 
to  "develop  exchanges  of  information  and  experience  on  issues  common  to  the training  systems  of 
the  Member  States".  The  convergent  perspectives  emerging  from 
these  activities  may  be 
summarised  as  follows: 

*  Broadening  of  access  to  continuing  vocational  training  -  It  is acknowledged  without  question 
that  wider  access  to  continuing  vocational  training  for  the  working  population  first  and 
foremost  places  responsibility  on  individuals  who  require  such  training  in order  to  maintain  or 
enhance  their  employability.  Improving  access  is  not  so  much  a  matter  of  granting  leave  for 
training  purposes  (a  measure  which  cannot  be  guaranteed  to  be  effective)  as  of  providing 
individual  guidance,  ensuring  transparency  of  the  training  market,  devising  new  ways  of 
acquiring  key  skills, and  developing  a  framework  to  promote  the  individualisation  of  training. 

This  does  not  obviate  the  need  for  action  on  a  number  of  fronts  by  public  authorities  and 
companies  with  a  view  to  building  an  attractive,  transparent  and  efficient  mechanism  to 
encourage  individual  awareness  and  to  provide  clarification  of  responsibilities  as  regards 
financing. 

It has  also  been  found  that,  in  various  countries,  access  to  continuing  training  in  companies  is 
enhanced  through  greater  participation  by  categories  of  employees  other  than  supervisory  or 
managerial  staff.  The  growing  significance  of  training  at 
this 
development,  even  though  various  questions  relating  to  validation  of  the  skills  thus  acquired 
remain  open. 

the  workplace  reflects 

Decentralisation  -  At  national  level,  this  amounts  to  régionalisation,  i.e.  greater  responsibility 
in  training  matters  for  the  Regions,  while  at  company  level  (especially  the  large  companies) 
there  is a  loosening  of hierarchical  structures,  i.e.  greater  responsibility  for  training  is given  to 
the different  production  units,  departments,  etc.  within  the  company. 

Financing  -  Two  trends  are  apparent.  Firstly,  there  is  a  discernible  move,  both  within 
companies  and  on  the  part  of  the  public  authorities  of  certain  countries,  towards  cost  control 
(proof  of  the  usefulness  of  a  continuing  training  course  is  of  growing  significance  in  this 
context)  and,  secondly,  development  of  mixed  financing  systems. 

It  should  be  noted  that  the  question  of  greater  cost  control  is  considered  in  different  countries 
not  only  from  the  point  of  view  of  company  financing  of  continuing  training  but  also  in  terms 

of  financing  of  the  training  activities  of  individuals  on  the  labour  market,  for  whom  it  is 
deemed  necessary  to  redefine  the  concepts  of  financing  and  the  methods  of  allocating 
resources. 

As  for  the other  "serious-" trend,  the  development  of  co-financing,  it  should  be  pointed  out  that 
the  concept  is  not  in  itself  a  new  one  (there  have  for  some  time  been  systems  based  on  "time 
invested  by  one  party,  money  invested  by  the  other')  but  its  formalisation  -  and  hence 
clarification  of  "who  pays  what?"  -  represents  a  strategic  challenge  for  the  countries 
concerned. 

*  Quality  assurance  -  There  is  a  risk  of  the  debate  getting  bogged  down  in  rhetoric,  although 
there  is a  real  need  to develop  "Quality  Charters" or  even  suitably  standardised  approaches  to 
continuing  training  in  accordance  with  national  practices.  (The  ISO  9000  standards  are  but 
one  example). 

A  further  requirement,  no  less  important,  is  to  clarify  or  even  codify  the  status  of  the  trainer, 
with  particular  reference  to  workers  who  spend  part  of  their  time  training  other  people 
involved  in  reintegration  or  further  vocational  training  courses. 

These  perspectives  are  in  line  with  the  challenges  identified  and  recognised  generally  for 
continuing  training:  access,  development  of  skills,  raising  of  the  general  level  of  qualifications, 
granting  of  a  minimum  qualification  to  groups  at  risk  and  all-round  high-quality  continuing 
training,  with  due  regard  for  efficient  achievement  of  the different  objectives. 

5.  OUTPUTS  AND  DISSEMINATION 

5.1.  It was  during  the  final  year  of  FORCE  that  the  majority  of  the  findings  and  products  of  the  'direct' 
projects  and  of  the  research  strand  started  to  become  available  and  that  attention  turned  in  priority 
to  capitalising  on  these  findings  and  products,  to  their  evaluation  and  validation,  to  the  most 
effective  means  of  dissemination  and,  where  appropriate,  commercialisation,  and 
their 
significance  for  the  future  development  of  Community  vocational  training  policy. 

to 

5.2.  Transnational  Product'  label 

5.2.1.  FORCE  pilot  and  qualification  project  promoters  were  contractually  obliged  to  develop  a  tangible 
'product'  such  as  a  manual,  software,  interactive  computer  system  or  a  report,  analysis  or 
methodology.  End  1994 saw  the finalisation  of  some .620 such  products  developed  by  the  projects 
implemented  under  the three  calls  for  proposals.  It was  therefore  necessary  for  the  Commission  to 
introduce  a  procedure  for  the  evaluation  of  these  products  in  terms  of  the  objectives  of  the 
FORCE  programme. 

5.2.2.  This  process  resulted  in the  identification  of  high-quality  products  and  recognition  of  their  quality 
through 
the  product 
commercialisation  plans  submitted  by  promoters  and  so  served  as  a  test  of  the  initial  strategy 
adopted  by  the  Commission  concerning  the commercialisation  of  continuing  training  products. 

It  also  called  for  a 

the  allocation  of  a 

first  analysis  of 

'label'. 

5.2.3.  Evaluation  was  carried  out  both  internally  (by  the  Commission  assisted  by  the  Technical 
training  experts 
Assistance  Office)  and  externally  by 
nominated  by  the  members  of  the  FORCE/EUROTECNET  Committee.  For  products  resulting 
from  Strand  II  of  the  1993  call,  which  was  based  on  the  results  of  the  sectoral  surveys  and 
analyses  of contractual  policy,  the  Commission  also  consulted  experts  in the  areas  concerned. 

independent  continuing  vocational 

5.2.4.  The  core  of  the  exercise  was  the  adoption  by  the  Commission,  after  consultation  of  the 
independent  experts,  of  the  relevant  criteria  for  evaluation.  It  was  agreed  that  there  were  two 
overall  priorities  in  terms  of  FORCE  objectives:  a)  quality  and  innovativeness  and  b)  interest  for 
transfer  and  dissemination.  The  final  evaluation,  while  involving  overall  analysis  of  project 

6 

management  and  project  characteristics  in terms  of thematic  area  and  target  groups,  focused  more 
specifically  on  the  nature  and  quality  of  the  project  outcome  or  product,  the  effectiveness  of  the 
planned  methods  of  transfer  and  dissemination  and  the  relevance  of  the  commercialisation  plan 
where  submitted. 

5.2.5.  Overall  positive  assessment  in  terms  of  quality/innovativcness  and  dissemination/transfer  was  the 
basis  of  the  decision  on  whether  the  product  should  be  allocated  the  'Transnational  product' 
label.  The  Commission  also  placed  particular  importance  on  two  technical  criteria,  i.e.  the 
number  of  languages  in  which  the  product  existed  and  its  accessibility  in  terms  of  technical 
standards  and  user-friendliness. 

5.2.6.  Following 

the 

internal 

former 
FORCE/EUROTECNET  Committee  were  consulted  before  a  final  decision  list  was  drawn  up, 
resulting  in  the  allocation  of  the  'Transnational  product'  label  to  some  56%  of  the  products 
eligible for  consideration. 

the  members 

evaluations, 

external 

and 

the 

of 

5.3.  Publication 

5.3.1.  An  essential  first  step  towards  the  effective  Europe-wide  dissemination  of  FORCE  results  has 

been  the  systematic  publication  of  information  on  the  programme's  outputs. 

5.3.2.  As  far  as  the  'direct'  projects  are  concerned,  the  FORCE  PRODUCT  CATALOGUE  provides  a 
precise  and  accessible  guide  to  the  results:  there  is  an  entry  for  each  project  describing  the 
product  objectives,  content,  target  groups  and  potential  users,  equipment  necessary  for  use, 
languages  and  availability. 

5.3.3.  The  findings  of  the  surveys  and  analyses  strand  of  FORCE  were  systematically  evaluated  at 
national  and  European 
level  by  the  relevant  authorities  and  subsequently  published  and 
distributed.  The  FORCE  DIRECTORY  OF  RESEARCH  ON  CONTINUING  VOCATIONAL 
TRAINING  IN  EUROPE  summarizes  the  content  of  the  surveys  and  analyses  carried  out,  notes 
the  rapporteurs  and  central  research  teams  involved  in each  case,  and  indicates  where  these  works 
can  be acquired.  The  Directory  also  reports  on  the  findings  of  the  European  thematic  and  sectoral 
conferences  organised  by  the  Commission,  usually  in  association  with  the  National  Coordination 
Units. 

5.3.4.  The  Data of the  Continuing  Vocational  Training  Survey  are available  at  EUROSTAT  and  will  be 

presented  in the  relevant  EUROSTAT  publications  collection. 

5.3.5.  A  list of  FORCE  publications  is  presented  in  Annex  II to  this  report. 

5.4.  Dissemination  and  commercialisation 

5.4.1.  The  promoters  of  FORCE  pilot  and  qualification  projects  were  contractually  obliged  to  provide 
for  dissemination  measures;  in  general  these  included  existing  networks  (professional  or  sectoral 
federations  or  associations,  chambers  of  commerce,  regional  consortia...),  thematic  or  sectoral 
seminars,  conferences  and  meetings,  integration  into  course  syllabuses,  publication  of  information 
in the general  press  or professional  journals. 

5.4.2.  Commercialisation  was  however  optional 

the 
Commission;  this  raised  the  question  of  the  appropriate  conditions  for  commercialisation, 
conditions  which  would  ensure  that  only  quality  projects  received  a  'seal  of  approval'  from  the 
Commission  and  which  would  take  account  both  of  the  interest  of  the  Community  in  exploiting 
the  results  and  of  the  legitimate  commercial  rights  of the  individual  promoter. 

though  dependent  on 

the  authorisation  of 

5.4.3.  Consequently  a  pilot  experiment  was  launched  under  FORCE  to  test  the  appropriate  terms  for 
commercialisation;  this  involved  the  preparation  of  a  supplementary  contract  to  the  original 
contract  signed  by  the  promoter,  inspired  by  the  provisions  of  Council  Decision  94/762/EC 
concerning  the  rules  for  the dissemination  of  the  research  results  from  the  specific  programmes  of 
research,  technological  development  and  demonstration  of the  European  Community. 

5.4.4.  Under  this  supplementary  contract  the  Commission  waived  all  rights  to  remuneration  and, 
its 

dependent  on  satisfactory  evaluation  of  the  product  (see  paragraph  5.2  above),  gave 
authorisation  for  commercialisation  in  return  for 

-  submission  of a  satisfactory  commercialisation  plan  agreed  by all  project  partners, 
-  availability  of the  product  to  all  partners,  and  to third  parties  on appropriate  terms, 
-  allocation  to the  Commission  of  information  and  demonstration  rights  in the  product. 

5.4.5.  About  one-third  of  promoters  submitted  commercialisation  plans  of  which  the  majority  were 
approved.  The  Commission  reserved  the  right  to  ask  for  a  progress  report  after  one  year  so  as  to 
test  the  results  of  this  strategy  and  learn  more  about  the  practical  issues  confronting  promoters  in 
this  area. 

5.4.6.  This  exercise  could  provide  input  to  thinking  on  the  preparation  of  a  Community  Instrument 
which  would  constitute  a  coherent  and  coordinated  framework 
the  dissemination  and 
exploitation  of training  products  as  the  basis  of an  effective  response  to  the  Europe-wide  need  for 
vocational  training  and  qualification.  This  Instrument  would  define 

for 

1)  the  interests  of the  Community,  and  in  particular 

- 

respond  to the  objectives  of  Community  vocational  training  policy  as  set  out  in Article  127 
of the Treaty  on  European  Union, 
contribute  to the  strengthening  of the competitiveness  of  European  industry, 

- 
-  promote  economic  and  social  cohesion, 
- 

respond  to the  needs  of other  Community  policies; 

2)  the  legal,  commercial  and  industrial  rights  of  individual  promoters. 

5.5.  Dissemination  at  national  level 

5.5.1.  FORCE  National  Coordination  Units  had  a  special  responsibility  for  the  dissemination  of 
products  at  national  level  and  were  asked  by  the  Commission  to  prepare  national  dissemination 
plans  including  information  on 

-  national  networks,  existing  or  to  be set  up, for  the dissemination  of training  products; 
-  analysis  of  the  procedures  and  methods  of  dissemination  and  commercialisation  of  products 

prepared  by  each  project: 

-  priority  projects  (which  could  be the basis  of  LEONARDO  multiplier-effect  projects); 
-  dissemination  events,  e.g.  thematic  or  sectoral  seminars,  product  fairs,  organised  at  national 

level. 

5.5.2.  Most  Units  had  good  relationships  with  the  existing  regional,  sectoral  and  professional  networks 
operating  in  the  continuing  training  field  in  their  countries  and  had  set  up  more  or  less  close-knit 
networks  of  FORCE  promoters;  a  number  had  prepared  national  data  bases,  catalogues  of 
products  and  newsletters;  knowledge  of  and  contacts  with  project  promoters  were  generally  good. 
However,  it  did  emerge  from  this  exercise  that  for  the  future  reinforced  cooperation  between 
projects  and  National  Coordination  Units  is  necessary  in  this  area:  it  is  important  for  promoters 
to  plan  their  dissemination  and  commercialisation  activities  in  operational  and  financial  terms 
from  the  outset  of  the  project  and  for  them  to  be  able  to  consult  the  Coordination  Units  on  the 

possibilities  available  and  the obligations  incurred  in this  field;  Units  should  be encouraged  by  the 
Commission  to  take a  more  proactive  line  in  promoting  product  dissemination. 

5.6.  Impact  Conferences 

5.6.1.  The  FORCE  Impact  Conferences,  organised  at  the  request  of  the  Commission  by  the  National 
Coordination  Unit  in  each  Member  State,  represented  an  opportunity  to  assess  the  outcomes  of 
FORCE  at  national  level  and  their  significance  for  future  Community  vocational  training  policy. 

5.6.2.  The  Impact  Conferences  brought  together  the  principal  actors  in  the  continuing  vocational 
training  area  in  each  Member  State.  Organised  around  one  theme  of  particular  significance  for 
the  country  concerned,  often  relating  to  industrial  change  in  (he  national  context,  all  Conferences 
examined  both  the achievements  of  FORCE  and  the  transition  to  future  programmes,  focusing  on: 

-  presentation  of  the  practical 
organisation  of a  products  fair; 

results  and  products  of  projects  and 

research, 

including 

-  discussion  of the  programme's  added  value  as  a  Community  programme; 
-  analysis  of  its  impact  at  national,  sectoral,  regional  and  enterprise  level;  to  what  extent  had 

FORCE  met the needs of companies,  the national  authorities,  the social  partners? 

-  analysis  of  transnational  cooperation  in  the  framework  of  FORCE,  particularly  as  far  as  the 

composition,  development  and  functioning  of transnational  partnerships  was  concerned; 

-  examination  of the questions  of dissemination  and  commercialisation; 
-  promotion  of new  partnerships  and  networks  in the context  of  LEONARDO  and  ADAPT. 

5.6.3.  The  reports  on  the  individual  Impact  Conferences  are  available.  They  indicate  a  wide  range  o f-
largely  positive  -  experience  of  FORCE,  impact  on  continuing  vocational  training  at  different 
levels.  Analysis  of  the  extent  of  this  impact,  its  importance  for  different  countries,  and  the  levels 
on  which  it  can  be  perceived,  is  a  matter  for  the  external  evaluation  of  the  programme  (see 
Chapter  9  below)  I lowever,  it  should  be  slated  that  nearly  all  national  representatives  of  the 
programme  noted 
training  policy,  mechanisms  and 
infrastructure  in their  Member  States. 

impact  on  continuing  vocational 

its 

6.  CONTINUING  VOCATIONAL  TRAINING  IN  ENTERPRISES:  FACTS  AND  FIGURES 

6.1.  Training  provided  by  enterprises  is  one  of  the  many  ways  in  which  learning  experiences  can  be 
pursued  throughout  one's  lifetime.  The  survey  on  Continuing  Vocational  Training  (hereinafter 
referred  to  as  CVT)  carried  out  by  enterprises  employing  10  or  more  persons  has  recently  been 
completed  by  EUROSTAT.  This  survey  covers  the  year  1993  and  consequently  provides  a 
snapshot  of the  situation  at  the time.  It addresses  only  the then  12 Member  States. 

6  2  Nearly  60%  of enterprises  provided  CVT  in  1993 

Within  the  European  Union  (EUR  12),  nearly  60%  of  enterprises  with  10  or  more  employees 
carried  out  various  forms  of CVT  in  1993. 

%  of enterprises  (10  I  ) providing  CVT 

B 

DK 

D 

GR 

E 

F 

IRL 

1 

L 

NL 

P 

UK 

EUR 

46 

87 

85 

16 

27 

64 

77 

15 

60 

56 

13 

81 

58 

6.3 

through  different  forms  of  CVT 

In those enterprises  which  provided  CVT  in  1993, 67% did  so through  external  courses,  and  40% 
through  internal  courses.  CVT  in  the  work  situation  was  provided  by  66%  of  enterprises,  and 
conferences  by 59%. Finally,  CVT occurred  through job  rotation  in 24% and  through  self-learning 
in  22%) of  enterprises  providing  CVT.  These  forms  of  training  are  not  mutually  exclusive:  some 
enterprises could be involved in all  forms of CVT. 

% of enterprises  ( 10 +) providing CVT 

External 
courses 

Internal 
courses 

CVT  in the 
work  situation 

Conferences 

lob  rotation 

Self-learning 

67 

40 

06 

59 

24 

22 

6.4.  CVT Opportunities varied with the enterprise size 

On average,  opportunities  of participating  in a  CVT  course  seem  to be higher  in  large  enterprises 
than  in small.  In the total  EUR  12, in enterprises  employing  up to  100, employees  have  less  than 
half the  chance of attending  CVT  courses  by comparison  with  enterprises  employing  500  or  more 
in  1993.  Employees  of  enterprises  employing  up  to  50  have  less  than  a  one  in  six  chance  of 
attending  a CVT course while those  in enterprises  employing  500  and  over have better  than  a one 
in three chance of attending CVT courses. 

participation  in CVT courses in % of total employment 

10-49 

50-99 

100-249 

250-499 

500-999 

1000 + 

All 
enterprises 

13 

18 

23 

31 

34 

43 

28 

10 

6.5 

in nearly all the Member States 

participation  in CVT courses  in % of total  employment 

Size  of 
enterprise 

1 0 - 49 
employees 

50  -  59 
employees 

1 0 0 - 2 49 
employees 

250  -  499 
employees 

500  -  999 
employees 

1000  + 
employees 

EUR  12 

Belgium 
Denmark 
Germany 
Greece 
Spain 
France 
Ireland 
Italy 
Luxembourg 
Netherlands 
Portugal 
UK 

13 

14 
37 
17 
4 
7 
II 
24 
2 
14 
13 
5 
20 

18 

15 
32 
16 
12 
9 
24 
32 
5 
17 
19 
6 
28 

23 

16 
37 
16 
17 
15 
31 
46 
9 
23 
24 
11 
36 

31 

30 
34 
22 
19 
26 
43 
59 
15 
30 
30 
12 
43 

34 

46 
33 
22 
24 
31 
45 
47 
23 
14 
30 
23 
48 

43 

42 
28 
34 
18 
45 
54 
59 
31 
39 
38 
32 
52 

6.6.  The  average  participation  rate  in  CVT  courses  was  28  %,  with  major  differences  between 

Member States. 

Having combined the different  approaches to CVT in different  Member States, one observes that in 
1993,  employees  of  enterprises  which  provided  CVT  accounted  for  between  39% (Portugal)  and 
96%  (Germany)  of  all  employees.  High  levels  of  employees  working  for  enterprises  providing 
training  are  in  Germany,  Denmark,  the  UK,  France,  Ireland,  Luxembourg  and  the  Netherlands, 
each of which has 80% and upwards of employees  working for such companies. At the other end of 
the  scale,  enterprises  providing  training  accounted  for  between  39%  and  67%  of  employees  in 
Portugal, Italy, Greece, Spain and  Belgium. 

The  percentage  of  employees  of  enterprises  which  provide  CVT  and  who  attended  CVT  courses 
ranges  from  49%  (Ireland)  to  24%  (Greece).  Most  EUR  12  Member  States  have  participation 
above  32%, while 4  stand  at  41% or  higher  (Ireland  - 49%,  France  - 42%,  Belgium  -  41%,  UK-
41%). 

The  probability  of  working  for  an  enterprise  which  provided  CVT  in  1993  ranged  from  almost 
100% in Germany,  Denmark and the United  Kingdom to above 50% for  virtually all the other  EUR 
12 Member States. The probability  of being an employee of a CVT provider and of participating in 
a CVT course in  1993 ranged from  24% to 49%. 

11 

Employees of  CVT 
providers as %  of 
employees  of all 
enterprises 

82 

67 
93 
96 
54 
57 
87 
87 
53 
80 
82 
39 
93 

Employees  who 
participated  in  CVT 
courses  as %  of 
employees  of  CVT 
providers 
35 

Employees  who 
participated  in  CVT 
courses  as  %  of 
employees  of  all 
enterprises 
28 

41 
37 
25 
24 
36 
42 
49 
27 
30 
32 
35 
41 

25 
34 
24 
13 
20 
36 
43 
14 
24 
26 
13 
39 

EUR  12 

Belgium 
Denmark 
Germany 
Greece 
Spain 
France 
Ireland 
Italy 
Luxembourg 
Netherlands 
Portugal 
UK 

7. 

LINKING  CONTINUING  VOCATIONAL  TRAINING  TO  COMMUNITY  POLICIES 

7.1.  CVT AND INDUSTRIAL CHANGE 

7.1.1.  Against the background  of the new Treaty  on  European  Union,  in particular  Art.  127  EC,  and  the 
White  Paper  on  Growth,  Competitiveness  and  Employment,  the  FORCE  programme  aimed  at 
addressing  one of their  main  objectives:  the adaptation  of the workforce  to industrial  change. 

7.1.2.  In  1993.  a  special  call  for  proposals  was  organised  in  the  framework  of  the  programme.  Here, 
industrial  change  was  defined  as  the  ongoing  process  of  change  in  all  aspects  of  economic 
activity,  brought  about  by  developments  in  technology,  production  systems,  work  organisation 
and  market  and  information  strategies.  Promoters  were  invited  to  submit 
innovative  and 
transnational  project  proposals  focusing  on: 

*  S ME  training  needs; 

* 

* 

the  anticipation  of  companies'  medium-term  qualification  needs  and  the  response  to  these 
needs in terms  of innovative training  and  qualification  products, methods  and  content; 

the  design,  development  and  implementation  of  training  plans  which  are  part  of  companies' 
development  strategies; 

*  access to continuing  vocational  training by  low-skilled  or  unqualified  workers. 

7.1.3.  In  addition  to  the  funding  of  the  projects  selected  in  the  above  call,  the  debate  on  industrial 

change  concentrated  on three  perspectives: 

* 

the institutional  perspective:  In the  framework  of the  Single Advisory  Committee  for  FORCE 
and  EUROTECNET.  a  working  group  was  set  up  to  prepare  a  report  containing  a  short 
analysis  of  the  main  focus  of  industrial  change  projects  in  each  Member  State  and  a  brief 
description  of  national  strategies 
industrial  change.  Social  Partner 
in  the  context  of 
contributions  on  this  issue  complement  Member  State  views.  A  European  overview  aims  to 
provide  a  synopsis  and  to draw  some conclusions  for  future  activity. 

* 

the  perspective  of  project  promoters:  discussions  took  place  with  project  promoters  on 
continuing  vocational  training  projects  dealing  with  industrial  change.  This  debate  resulted  in 

12 

the  definition  of  six  main  thematic  fields  of  activity  which  are  of  particular  importance  in 
facing up to industrial change: 

-  Provision  of  key  competencies  or  multiskilling  and  the  development  of  self-learning-
competence.  Development  of  training-on-the-job  methods  to  ensure  that  the  delivery  of 
training meets companies' needs. 

-  Analysis  of  economic  development  and  labour  market  trends  in  order  to  anticipate 

qualification needs at regional or enterprise level or to define new job profiles. 

-  Training  for  unqualified  or  low-skilled  workers,  including  those  directly  threatened  by 
unemployment,  to  improve  their  job  stability  or  to  prepare  them  for  new  occupations. 
Especially  companies or  branches  with  a  high  rate of  unqualified  workers  are  developing 
specific measures in this field* 

-  Training plans  for  an enterprise  workforce  as  a whole or  for  the management  level  in the 

frame of a Human Resource Development strategy. 

-  Design of training to meet the specific  needs and problems of SMEs, with an emphasis on 
co-operation  between  suppliers  and  customers  and  with  common  continuing  training 
strategies. 

- 

Intensive transfer  of know-how  in single project  networks and dissemination of results and 
products on a regional, sectoral and transsectoral level. 

*  the perspective  towards  structural  policy:  Building on experience  with the  reinforcement  of 
FORCE  in  the  EUROFORM  initiative  (cf.  Interim  Report  COM(94)  418  final),  FORCE 
aimed at  stimulating  a complementary  approach towards training  and  industrial  change.  This 
tie-in with structural policy was important to ensure a coherent strategy towards adaptation to 
industrial  change and contributed  to the successful  implementation  of the new  Objective  4 of 
the European Social Fund and the Community Initiative ADAPT. 

7.1.4. There are a number of conclusions which  can  be drawn  from  the FORCE  debates  on  vocational 
training  and  industrial  change;  the  following  themes  in  particular  merit  future  analysis  and 
development, in order to transfer  innovation into mainstream  policy: 

* 

training  plans  and  the  ongoing  improvement  of  skills  and  qualification  in  the  process  of 
industrial change; 

Ac  development  and  provision  of  key  competencies  and  their  incorporation  into  vocational 
training  and  qualifications  (the  EUROTECNET  programme  has  produced  an  important 
publication on this issue which complements the work on industrial change); 

the  quality  of  vocational  training  supply  will  be  an  issue  of  particular  importance  lor  the 
future; 

training and retraining of unqualified  workers, those who are first victims of industrial change. 
must remain on the agenda and new ways of providing training have to be devised; 

systematic  skill  needs  analysis  and  innovative  training  measures  must  be  transferred  into 
mainstream  policies  and  programmes  if  they  are  to  have  a  real  impact;  there  is  a  need  for 
effective  linkage with structural policy: 

training  in  the  context  of  industrial  change  requires  the  setting  up  of  national  systems  of 
vocational  qualification  to  improve  the  internal  and  external  flexibility  of  workers  and 
employees. 

13 

The  FORCE  programme  permitted  a  strategic  view  of  these  issues  and  so  contributed  to  the 
development  of an overall  Community  approach  on continuing  vocational  training  in the context 
of industrial change. 

7.2.  CVT  AND INDUSTRIAL COMPETTTIVKNESS OF THE AUTOMOTIVE  INDUSTRY 

7.2.1.  In its Communication on the automobile industry of February  1994 (COM(94) 49 final), the European 
Commission  announced  that  a  transnational  network  including  automotive  companies  would  be 
established  in the field of vocational  training.  The aims  of  this  network  would  be to  encourage  co 
operation  in the industry  and to ensure a high  level of participation  of the  automobile  industry  in the 
training programmes of the European Community. First efforts  to create this network were undertaken 
within the framework of the  FORCE  programme.  Starting  in September  1994, a project  was  set up 
with two main objectives: On the one hand it aimed to ensure a wider and more effective  dissemination 
and transfer  of existing work in the automobile industry supported by the European  Commission. On 
the other hand, its aim was to prepare new transnational projects with the participation of companies. 
The project was completed in the summer of  1995 and a final report presented in September  1995. 

7.2.2. The network explored three thematic clusters into which most of die training activity can be gathered. 
Training for new work structures  is concerned with die new qualifications  needed to work  in team 
organisations,  both  in  production  and  in  product  development.  Training  for  co-makership  is 
concerned with tile transfer of knowledge between ear manufacturers  and suppliers: training in relation 
to  quality  management,  new  logistics  and  simultaneous  engineering.  The  dnrd  cluster  refers  to the 
development of training methods and training material, which are suitable for training while working. 
This  is  becoming  increasingly  necessary  as  training  is  now  extended  to  much  larger  numbers  of 
employees than in the past. 

7.2.3. The two main recommendations flowing from die network are: 

*  A substantial  number of transnational  training projects  aimed at helping  industry  in its  efforts 
to  cope  with  the  completion  of  the  Internal  Market  in  the  automobile  industry  and  its 
supplying sectors should be supported  in the future.  There is a clear  interest  in the industry  in 
participating  in  such  projects  and  there  is  widespread  agreement  that  the  industry  can  profit 
from  co-operation in this  field. 

*  A serious  effort  should  be undertaken  to support  networking between these and other  training 
projects  in order to improve the exchange of information  and experiences  between enterprises. 
and ultimately to promote and develop future  initiatives in response to jointly  identified  needs 
in the industry. 

7.2.4.  Building on the existing experience, the most impoilmt players in the European automotive industry  -
both manufacturers  and suppliers under die lead of diuir European  federations  ACEA and CLEPA  -
set  up  enhanced  networks  in  die  Leonardo  da  Vinci  programme.  The  Commission,  in  its  recent 
Communication on the European automobile industry (COM(96) 327 final), has already welcomed this 
work leading to common training approaches of the European industry. 

7.3.  SURVEY OF CVT  IN TI IE ROAD TRANSPORT SIX: TOR 

7.3.1. The  final  sectoral  survey  carried  out  under  FORCE  analyses  in  depth  the  forces  of  change 
affecting  CVT  in  a  sector  for  which  the  Community  has  a  special  responsibility,  the  training 
needs of this sector and examples of best practice. It sets out to examine what strategies are being 
adopted  by  companies  to  cope  with,  in  particular,  safety  concerns  and  regulations,  quality 
programmes.  European 
technology  developments,  customer  demand  and 
. environmental concerns. 

legislation, 

7.3.2. The  procedure  adopted  for  the  implementation  of  this  survey  -  the  methodology,  choice  of 
significant  themes for analysis and case-studies -  was closely monitored  by the social  partners of 

14 

the sector (the European  secretariats and members of the national  federations  of the  International 
Road Transport  Union and the Committee of Transport  Unions' Workers in the EC). 

7.3.3. The  survey  reveals  a dramatic  lack  of investment  in CVT,  whatever  the  Member  State  or  size 
of company concerned.  Small companies in particular, for a variety of reasons, suffer  from  a lack 
of  sophisticated  or  imiovative  CVT;  in  larger  companies  it  tends  to  be  more  effective  because 
such  companies  are  obliged  to  design  formal  training  plans  to  ensure  that  all  employees  can 
deliver service to a set standard. 

7.3.4. The need for  improvement  in utilisation  or take-up of training  is generally  admitted,  particularly 

in the following areas: 

* New Technology  Management: employees have to be trained  in the operation  and management 

of IT, EDI, satellite tracking and logistics systems. 

* Customer Service: customers have a strong influence on the type and level of CVT  undertaken, 
often  demanding  the  adoption  of  ISO  9000  and  quality  training  programmes.  What  is  more, 
while  the  core  functions  of  the  driver's job  still  include  the  transport  of  goods  from  place  of 
origin  to  destination,  loading  and  unloading,  knowledge  of  transport  goods  and  the  relevant 
rules,  increasingly  he -  or she -  has to play the  role of ambassador  of the company  and  needs 
training in the area of customer relations. 

*  Safety  Standards:  drivers  need  to  learn  to  cope  with  stress,  dangerous  traffic  conditions, 

advanced vehicle technologies, etc. 

* Foreign  languages: the  need  for  training  in foreign  languages  is expected  to grow  along with 

the trend towards internationalisation of road transport. 

7.3.5. The report makes recommendations  in four  major  areas: 

*  Overall  strategy:  the  allocation  of  responsibility  for  training  at  a  high  level  in  the 
organisation  would  ensure  that  training  policy  forms  an  integral  part  of  overall  corporate 
strategic  development.  Procedures  for  assessment  of  individual  training  needs  and  feedback 
from CVT participants should be formalised  as part of this strategy; 

*  Development  of  CVT  plans  and  evaluation:  CVT  plans  should  be  designed  in  relation  to 
strategic  objectives  and  related  goals  and  existing  employee  skills  matched  against  the 
targets. As far  as  the  selection  of CVT themes  and purchase  or design  of  CVT  programmes 
are  concerned,  specific  targets  should  be  set  in  relation  to  these  for  the  expected  results  of 
training; such targets could include, for example, reduction in road accidents, reduction  in late 
goods  deliveries,  100% utilisation  of  a  new  computer  system,  number  of  drivers  reaching  a 
certain level of fluency  in a chosen language. Training  results should be evaluated  against the 
goals and targets originally set; 

*  Training  materials  and  techniques:  innovative  materials  and  training  techniques  should  be 
investigated,  for  example,  simulator  driving  machines,  interactive  videos,  role  play,  case 
studies,  group  discussions;  it  is  important  to  examine  the  potential  of  distance  learning 
programmes which allow drivers to learn without significantly  disrupting their schedules. This 
should  lead  to  increased  awareness  of  the  capabilities  and  expertise  of  external  training 
organisations  and  improved  transparency  regarding  their  operations.  Important  techniques 
would  include  the  creation  of  innovative  partnerships  between  training  entities  and  small 
companies,  and  close  contacts  with  customers  so  that  training  content  can  be  continuously 
adapted to their needs; 

*  Training  culture: the  corporate  culture  should  be  infiltrated  with  themes  from  the  training 
programmes so that training becomes a continuous process.  For example, quality  programmes 
are  continued  with  standards  being  set  on  a  regular  basis;  training  on  satisfying  customer 
needs will be more effective  if there are few  barriers between the employee and the  customer; 

15 

CVT  courses  on  safety  are  more  meaningful  if safety  records  are  subsequently  published  on  a 
regular  basis.  In  addition,  reward  schemes  can  be  set  up  after  relevant  CVT.  Building 
relationships  with  the  drivers  in  particular  is  important  as  they  spend  much  of  their  working 
hours  alone  and  can  become  isolated  from  the corporate  culture. 

7.3.6.  The  findings  of  the  survey  were  welcomed  by  the  social  partners  of  the  sector,  who  have  also 
expressed  the  wish  to  ensure  the  dissemination  of  the  good  practice  identified  in  the  report. 
Furthermore,  a  European  analysis  of  the  training  and  qualification  needs  of  both  companies 
and workers  in the  sector  and  a  cost/benefit  analysis  of training  in  road  transport  are  cofinanced 
under  the  LEONARDO  da  VINCI  programme.  It  is  to  be  expected  that  these  activities  will  help 
decision-makers  to put training  at  the top of the  road  transport  agenda. 

8. 

FINANCIAL  RESOURCES 

8.1.  Financial  support  for  FORCE  over  the  four-year  period  1991-1994  amounted 

to  around 
83.4  MECU.  While  financial  resources  increased  each  year,  owing  in  large  part  to  the  continued 
support  of the  European  Parliament,  they  did  not keep  pace  with the demand  for  projects. 

8.2.  Allocation  of financial  resources  to the different  activities  of the  Programme  are  summarized  below 

(round  figures): 

Projects 
Sectoral  surveys 
Contractual  policy 
Statistical survey 
Managing  Chart 
Art.  11 reports 
National  Coordination  Units 
Network activities (Conferences,  seminars ...) 
Evaluation(4) 
Technical assistance 
Mini-budget(7) 

I  TOTAL 

1991 
9.5(1) 
0.5 
0.5 
0.1 
0.3 
-
0.9 
0.2 
-
1.8 
0.2 
14.0 

MECU 

1992 
13.3 
1.2 
0.3 
0.5 
0.1 
0.2 
1.0 
0.5 
-
1.8 
0.5 
19.4 

1993 
17.9(2) 
0.6 
0.4 
1.5 
-
0.6 
2.3 
0.4 
0.3 
(5) 

-
24.0 

1994 
17.4(3) 
1.3 
0.4 
3.2 
0.3 
0.3 
2.3 
0.8 
-
(6) 

-
26.0 

(1) 
Includes specific budget  line of  1  MECU for projects originating in the 5 New Lander. 
a) 
Includes 8 MECU allocated to the second year renewal of  1991 and  1992 pilot and qualification  projects. 
0)  9.9 MECU allocated to the renewal of  1992 projects and 7.5 MECU  for projects accepted under Strand  11  of 

the  1993 call for proposals. 

(4)  Docs  not  include  the  amount  spent  for  the  final  external  evaluation  (0.18  MECU)  which  was  paid  on 

budget line B3-1021 in  1995. 

(5)  1.080,960 MECU  on Technical  Assistance  "Personnel" budget  line  (Article  Al 178 of the General  Budget) 

and  868,500 ECU on the "Operations" line (Article A0238). 

(6)  1,041,709 MECU  on Technical  Assistance  "Personnel" budget  line (Article  A01178) and  847,500  ECU on 

the "Operations" line (Article A02380). 

(7)  Administrative costs linked to the programme (financed  under budget  line B8). 

16 

8.3. 

Comparison between commitment appropriations and payment appropriations  is as follows. 

Commitment  appropriations 

Amounts  committed 

Payment  appropriations 

Amounts  paid 

1991  (  ] 
1992  m 
1993  w 
1994  w 
1995  (  ' 
t9> 
1996 

13,846,000 
18.920,000 
24,000,000 
26,()()(),000 

13,845,289 
18.918,195 
23,996,220 
25.997,556 

13,846,000 
18,920,000 
19,200,000 
25,044,000 

13.768.026 
18.773.648 
19.199,999 
24.699.492 
4.707.779 
583,929 

8.4.  The audit work carried  out  under the  FORCE  Programme has been  analysed  on two  levels,  firstly 
in more specific financial terms and secondly with regard to the lessons to be learned in connection 
with the operational  management of a programme «uch as FORCE. 

8.4.1. As far as financial  transparency  is concerned, there is a demonstrable need to adopt a number of 

specific  measures, in priority: 

-  stricter rules for eligibility of expenditure (especially for personnel costs); 

- 

revised budget forming part of the agreement on the basis of the allocation  determined: 

-  compilation  of  an  administrative  and  financial  manual  to  clarify  the  reporting  rules  and 

relations with the partners; 

- 

form of agreement for subcontracted tasks. 

8.4.2. As regards project evaluation practices, it is proposed that the interim evaluation  be  reinforced. 
It  should  be  of  a  substantial  nature,  focusing  on  four  elements:  content  innovation,  financial 
report  and  budget  for  the  second  phase,  transnationality  of  the  partnership  and  quality  of  the 
training  product;  it  should  involve  independent  experts  and  be  carried  out  according  to  a 
procedure  whereby  inadequate  projects  can  be  adapted  or  halted.  As  for  the final evaluation,  it 
should  be  more  output-related,  i.e.  focused  on  the  evaluation  of  training  products  (content 
innovation, educational  quality, utilisation of new technologies and multimedia)  and the  financial 
report; it should incorporate an enhanced procedure for labelling of training products with a view 
to large-scale dissemination. 

8.4.3. As regards project follow-up, three specific  activities to assist promoters are advocated: 

-  development by the Commission of a training tool covering the various aspects of management 
of  a  transnational  training  project,  with  priority  given  to  a  module  on  the  contractual  and 
financial  aspects; 

- 

training  of  experts  on  the  Commission's  accounting  and  financial  procedures;  they  could 
operate as a "resource group" which promoters could call upon where necessary; 

-  broadening  of the tasks  of the group  of external  evaluators  which  assists  the  Commission  in 
evaluating  proposals  and  products;  they  could  visit  each  project  -  in  accordance  with  a 
schedule set out by the Commission  -  in order to take stock of the activities  and to advise the 
promoters on questions concerning the Commission's accounting and financial  procedures. 

(8)  Budget line B3-1023 (Development of Continuing Vocational Training -  FORCE Programme). 
(9)  Budget line B3-1021 (LEONARDO da VINCI Programme). 

17 

9.  RESULTS OF THE EXTERNAL EVALUATION (,0) 

9.1.  This  evaluation  has  highlighted  many  of  the  undoubted  strengths  of  the  FORCE  Programme.  In 

particular: 

-  Project  contractors  and  partners  were  overwhelmingly  positive  about  the  benefits  they  enjoyed 

from  participating  in the  programme. 

-  New  CVT  knowledge  was  generated  through  project-based  needs  analyses,  networks  and 

surveys  and  studies. 

- 

Innovations  occurred  in the way  training  was  delivered  in many  projects,  in particular  through 
a  new focus  on work-based  learning. 

-  The  transnational  dimension  of  FORCE  has  been  strong  both  with  regard  to  transnational 

goals  and  awareness  and  in tenus  of cooperation  between  partners. 

-  Most  projects  reported  that  they  achieved  their  immediate  objectives  and  dissemination 

activity  was  among  project  partners. 

-  The  programme  was  able  to  involve  large  numbers  of  SMEs,  either  through  intermediary 

bodies  or as  pilot  "test  sites" -  though  less  frequently  as  active  partners. 

-  The  structuring  of  the  Article  11  and  CVT  Survey  exercise  ensured  comparability  at  a 

European  level  about  national  CVT  policy  and enterprise  CVT  practice. 

-  FORCE  was  perceived  to  have  reinforced  and  supported  Member  State  CVT  policies  and  to 
have  been  one  of  the  most  important  sources  of  experience  and  inspiration  for  a  number  of 
successor  European  programmes  including  LEONARDO  and  ADAPT 

9.2.  The  FORCE  Programme  was  inevitably  less successful  in achieving  some  of  its  objectives  and  its 

potential  results  were  not always  fully  realised.  In  particular: 

-  Knowledge  from  FORCE  surveys  and  studies  was  not  widely  taken  up  by  FORCE  partners. 

-  There  is  a  lack  of  evidence  so  far  of  uptake  of  training  outputs  and  products  by  intended 

beneficiaries  -  though  this  may  be partly  a problem  of timescale. 

-  There  was  an  under-representation  of  beneficiaries  with  labour  market  disadvantage  -  i.e.  the 
less  skilled,  women,  etc., though  it has  been argued  (see  Interim  Evaluation  Report)  that  this  is 
difficult  to achieve within  a mainstream  enterprise-based  programme. 

-  Commercial  exploitation  of  CVT  products  and  services  has  not  been  common,  although 
instances  can  be  identified.  FORCE  experience  tends  to  confirm  that  the  European  training 
market  is not yet  well  developed. 

-  Third  Call  priorities  were  less  influential  than  might  have  been  expected:  Sectoral  actors  were 
already  involved  in  FORCE  prior  to  the  Third  Call  for  projects:  and  industrial  change  was 
very  broadly  interpreted. 

9.3.  It  is  important  to  recognise  that  FORCE,  as  a  relatively  small  programme,  was  effective  because 
for  the  most  part  it  supplemented  and  reinforced  other  CVT  actions.  Projects  appeared  to  include  a 
high  proportion  of  partners  already  committed  to  vocational  training  in  general,  and  CVT  in 
particular.  Many  Member  States  were  also  becoming  aware  of  the  importance  of  CVT  during  the 
programme's  lifetime,  and  FORCE  was  able  to  ""multiply",  give  focus  to,  and  raise  awareness  of 
CVT  possibilities  and  needs. 

(,(,)  Final  evaluation  of  the  FORCE  Programme,  prepared  by  the  Evaluation  Consortium  The  Tavistock 

Institute. Bernard  Brunhcs Consultants & Danish Technological  Institute, London, August  1996. 

18 

9.4.  Finally, this evaluation confirms  what other studies have shown: that transnational  cooperation and 
joint working between project partners is à learned activity. Thus those with previous transnational 
experience worked most closely together within  FORCE. Many new enterprises, training providers, 
sectoral bodies and intermediary organisations were brought into a transnational programme for the 
first  time  through  the  FORCE  Programme.  They  and  their  networks  are  likely  to  have  become 
more effective  participants in transnational cooperation as a result of the FORCE experience. 

10.  CONCLUSION 

The FORCE  Programme has achieved  certain  tangible results  in  relation  to the  investment  made 
and  the available  resources.  In,particular,  enterprises  have  featured  prominently  in  the  projects, 
genuine transnational  training partnerships nave  been  set  up,  a  systematic  policy  for  comparable 
information  on  national  continuing  training  systems  and  arrangements  has  been  devised,  and  a 
substantial  contribution  has  been  made  to  the  development  of  knowledge  on  training  practices, 
especially  through  the  sectoral  surveys  and  networks.  This  is  due  mainly  to  the  fact  that  the 
Programme formed  part of the strategy  for the development of continuing training,  encompassing 
national policies and Community activities (Social Dialogue, Access, Objective 4, etc.). 

Key  recommendations  concerned  with  improving  the  effectiveness  of  the  Programme's 
management include: 

-  stepping  up  Commission  action  for  monitoring  and  evaluating  transnational  projects,  taking 
into account the  four  elements  of  content  innovation, financial report,  transnationality  of  the 
partnership and quality of the training product; 

-  developing  a  European  capacity  for  research  activity  in  the  field  of  vocational  training  and 

upgrading the methodological tools for sectoral surveys; 

-  systematising action to disseminate training products, providing légal certainty (property rights, 
etc.),  backed  up  by  professional  dissemination  mechanisms  (specialist  fairs,  networks, 
publishers, resource centres). 

•  Key recommendations concerned with improving the impact of the Programme include 

-  systematising  the  methodologies  for  anticipating  qualifications  and  skills  needs,  making  such 
tools widely available to those responsible for training within enterprises, groups of enterprises, 
training organisations, professional  institutes, etc.; 

-  making a  concerted  effort  with  the  Member  States  and  specialist  bodies  to  establish  quality 

standards for the provision of continuing training; 

-  developing  new  occupational  profiles  for  specialists  in  continuing  training,  with  particular 

reference to trainers and supervisors; 

-  carrying out a Community statistical survey on available training facilities, thereby building up 
a  complete  picture  of  the  continuing  training  field,  supplementing  the  comparable  statistical 
data  already  available  in respect  of  individuals  (Household  Panel,  Labour  Force  Survey)  and 
enterprises (CVTS). 

Finally,  as  regards  recommendations  concerned  with  improving  the  impact  of  Community 
action  in the continuing training field, attention should be paid in particular to establishing a more 
meaningful  link  between  those  responsible  for  a  Community  Programme  such  as  FORCE  and 
public  officials  at  national  and  regional  level with  responsibility  for  selecting  projects  under  the 
Structural  Funds'  Objective  4  and  the  Community  Initiative  ADAPT  -  in  the  context  of  their 
responsibilities for implementing the Community Support Frameworks and in accordance with the 
provisions governing operation of the Structural Funds. 

ANNEX  1-A: 
Key Figures on the FORCE Network 

FORCE PROGRAMME: 
NUMBER OF PROJECT CONTRACTORS, COORDINATORS AND PARTNERS 
PER CALL AND PER COUNTRY 

' 

1991 

1992 

1993A 

1993B 

Total 

E 

P 

Q 

E 

P 

Q 

E 

p 

Q 

E 

p 

Q 

E 

P 

Q 

12 

39 

33 

' 84 

23 

89 

69 

181 

11 

80 

47 

138 

3 

53 

67 

123 

49 

261 

216 

526 

26 

124 

44 

194 

32 

123 

81 

236 

1 

143 

94 

238 

0 

61 

66 

127 

59 

451 

285 

795 

B 

D 

DK 

15 

41 

8 

64 

11 

54 

32 

97 

4 

52 

16 

72 

2 

30 

47 

79 

32 

177 

103 

312 

E 

F 

34 

74 

34 

142 

49 

141 

127 

317 

12 

153 

81 

246 

5 

119 

95 

219 

100 

487 

337 

924 

44 

129 

29 

202 

68 

159 

149 

376 

6 

168 

114 

288 

17 

83 

94 

194 

135 

539 

386 

1060 

GR 

65 

64 

25 

154 

7 

106 

117 

230 

4 

49 

47 

100 

0 

92 

31 

123 

76 

311 

220 

607 

1 

45 

77 

26 

148 

18 

173 

134 

i 

325 

8 

129 

125 

262 

14 

72 

62 

14» 

85 

451 

347 

883 

L 

NL 

3 

4 

IRL 

15 

59 

9 

0 

83 

29 

68 

58 

155 

10 

77 

20 

107 

5 

47 

18 

70 

59 

251 

105 

415 

11 

6 

14 

4 

24 

0 

3 

16 

19 

0 

2 

10 

12 

9 

27 

30 

66 

8 

40 

11 

55 

14 

98 

38 

150 

11 

38 

P 

28 

42 

23 

93 

22 

121 

43 

186 

0 

43 

UK 

53 

122 

20 

195 

54 

235 

84 

373 

6 

204 

29 

38 

46 

78 

0 

43 

44 

87 

29 

219 

122 

370 

81 

0 

67 

33 

100 

50 

273 

137 

460 

256 

4 

91 

59 

154 

117 

652 

209 

978 

X 

0 

1 

1 

2 

1 

6 

0 

7 

Tot*! 

344 

» 

\  263 

142? 

;. 334 

tm 

!  9% 

aa? 

0 
1 n  \ 

0 

0 

0 

0 

0 

0 

0 

1 

7 

1 

8 

i m 

i an  \ 

m$ 

; 50  1 

im 

«**  ! 

im  \ m 

4m 

! »$  \ 

7405: 

ANNEX  1-B: 
Key Figures on the  FORCE  Network 

FORCE  Programme 
Calls 91, 92, 93A, 93B 

OS 

P ME 

U 

?? 

CR 

X 

B 

91 

D 

DK 

E 

F 

GK 

I 

L 

NL 

P 

UK 

î 

X 

92 
93A 
93B 
91 
92 
93 A 
93 B 
91 
92 
93 A 
93 B 
91 
92 
93 A 
93 B 
91 
92 
93A 
93B 
91 
92 
93 A 
93 B 
91 
92 
93 A 
93B 
91 
92 
93A 
93B 
91 
92 
93 A 
93 B 
91 
92 
93A 
93B 
91 
92 
93 A 
93 B 
91 

92 

93 A 

93B 
91 

92 

93A 

93 B 

IRL 

AUEF 
0 
5 
1 
0 
6 
3 
0 
0 
1 
1 
0 
0 
7 
11 
3 
1 
1 
8 
4 
2 
1 
5 
0 
0 
3 
5 
1 
0 

2 
2 
3 
1 
0 
0 
0 
0 

1 
2 
0 
0 
6 
6 
2 
2 

2 
6 
3 
0 
0 
0 
0 
0 
!  mi 

c 

E 

0 

l 

l 

0 

12 
17 
23 
3 

1 

0 

1 

1 

1 

2 

3 

0 

6 
14 

7 
1 

0 

5 

0 

0 

0 

4 

4 

1 

0 
0 
0 
0 

1 

1 

4 
0 

0 

0 

1 

0 

1 
1 
1 
1 

1 

5 

2 

1 

0 

0 

0 

0 

8 
6 
1 

3 

12 
13 
2 
3 

9 

14 

1 

1 

11 

21 

3 

3 

29 

27 
0 
7 

19 

14 

4 

3 

22 
23 
10 

2 

6 

11 

1 

2 

0 

1 

0 

0 

7 
5 
0 
0 

9 

15 
5 
1 

13 

30 

1 

1 

1 

0 

0 

0 

GtvK 

GE 
8 

16 

20 

0 

12 
17 
11 
12 

22 
38 
IS 
12 

8 

13 

3 

6 

17 

32 

18 

16 
36 
24 
11 

11 

22 

8 

12 

11 

40 
25 
10 

7 
13 
10 

5 

0 

4 

2 

1 

7 

14 
9 
9 

7 
17 

1 
3 

19 

32 

18 

12 

0 

0 

0 

0 

OE 
5 

16 

9 

24 

1 
5 
3 
5 

4 
7 

4 
12 

14 

15 

14 

17 

11 
19 
19 
21 

4 

12 

3 

10 

13 

30 

17 

16 

3 
4 
I 
4 

0 

0 

0 

2 

0 

7 

3 

5 

9 
17 
8 
9 

2 

14 

8 

8 

0 

0 

0 

0 

OF 

21 

40 

24 

14 

48 
38 
40 
13 

17 

18 

24 

18 

22 
40 

22 
25 

64 

78 
54 
37 

28 

39 

11 

13 

28 

52 

35 

22 

23 

37 

26 
8 

3 

6 

3 

1 

13 
34 
21 
21 

28 
30 
1* 
12 

52 

68 

53 

25 

0 

1 

0 

0 

1 

10 

14 

5 

6 

7 
10 
7 

3 

5 

3 

1 

21 

50 

33 

7 
16 
20 
9 

14 

25 

21 

17 

19 

18 

16 

5 

22 
26 
17 
16 

6 

2 

7 

5 

22 

26 

30 

12 

26 
36 
31 
18 

27 

16 

14 

3 

6 

17 

29 

22 

12 

7 
11 

3 
7 

0 

0 

0 

1 

6 

7 

6 

7 

3 
5 
3 
2 

23 

37 

29 

24 

0 

0 

0 

0 

15 
9 

2 
3 
3 
1 

2 
3 
0 
0 

1 

5 
5 
1 

7 
22 
4 
12 

11 

40 

32 

10 

0 

1 

0 

0 

OP 
2 
5 
2 
4 
0 
2 
0 
0 
0 
1 
2 
1 
0 
1 
1 
2 
3 
16 
8 
12 
0 
2 
0 
1 
5 
2 
7 
0 
1 
4 
1 
2 

0 
0 
0 
0 
0 
9 
5 
3 
3 
2 
O 
1 
1 
6 
2 
4 
0 
0 
0 
0 

6 

25 

9 

25 

4 
II 
3 
16 

6 

14 

5 

15 

7 

23 

15 

33 

6 
27 

8 
14 

8 

14 

8 

12 

16 

47 

24 

39 

5 
8 

9 
10 

0 

1 

2 

2 

0 

6 

4 

5 

6 
6 
4 
9 

7 

22 

24 

18 

0 

0 

0 

0 

15 
25 
34 
28 
44 
66 
106 
44 
8 
21 
20 
17 
15 
67 
75 
78 
32 
76 
94 
47 
38 
64 
20 
43 
24 
63 
82 
34 

19 
53 
41 
24 

5 
7 
7 
5 
8 
55 
21 
24 
13 
52 
32 
37 
39 
76 
59 
40 
0 
0 
0 
0 

6 
12 
8 
2 
15 
8 
15 
6 
0 
1 
1 
1 
4 
14 
7 
4 
1 
14 
8 
3 
3 
9 
2 
6 
0 
6 
3 
1 
6 
8 
6 
5 
0 
0 
0 
0 
3 
4 
2 
2 
1 
9 
3 
3 
21 
30 
16 
7 
0 
0 
0 
0 
im 

0 
0 
0 
1 
0 
0 
0 
2 
0 
0 
0 
0 
0 
6 
18 
3 
0 
0 
8 
6 
0 
2 
6 
0 
0 
2 
6 
0 
0 
0 
2 
0 

0 
0 
1 
0 
0 
0 
1 
1 
0 
0 
2 
3 
0 
1 
5 
1 
0 
0 
0 
0 

0 
0 
1 
0 
0 
0 
0 
0 
0 
0 
0 
0 
0 
0 
2 
0 
0 
0 
0 
0 
0 
0 
2 
2 
0 
0 
5 
1 
0 
0 
0 
0 
0 
0 
0 
0 
0 
0 
0 
0 
0 
0 
0 
0 
0 
0 
2 
1 
0 
0 
0 
0 

Total 
84 
181 
138 
123 

0 
1 
7 
0 
2 
2 
1 
0 
1 
0 
1 
1 
1 
9 
2 
5 
0 
9 
3 
6 
1 
1 
1 
1 

1 
5 
6 
1 
0 
1 
1 
1 
0 
1 
0 
0 
9 
2 
0 
9 
0 
4 
1 
5 
4 
6 
2 
2 
1 
5 
0 
0 

194 
236 
238 
127 
64 
97 
72 
79 
142 
317 
246 
219 
202 
376 
288 
194 
154 
230 
100 
123 

148 
325 
262 
148 
83 
155 
107 
70 
11 
24 
19 
12 
55 
150 
78 
87 
93 
186 
81 
100 
195 
373 
256 
154 

2 
7 
0 

0 

j ' T-etst 

! 128: 

3M 

647 

$5& 

«75 

434 

1335 

j 125 

!  5U 

Î897 

77 

!  m\  122 

74051 

ANNEX  1-A:  KEY  FIGURES  ON  THE  FORCE  NETWORK 

Abbreviations  Legend 

CODE 

ORGANISA HON  TYPE 

AUEF 

University  Enterprise Training  Partnership 

C 

E 

GE 

GRE 

O 

OE 

OF 

OP 

OS 

Chamber of Commerce 

Enterprise 

Large Enterprise (more than 500 workers) 

Group or Association of Companies 

Other Organisations 

Employer Organisation 

Training Organisation 

Joint Body 

Trade Union Organisation 

PME 

Small and Medium Sized Enterprise (less than 500 workers) 

U 

PP 

CR 

X 

University 

Public Authorities 

Regional Consortium 

Others 

ANNEX  II:  List of  Publications 

A. Analysis of European Systems and Collection of Data 

Brandsma.  J..  Kcsslcr.  I7..  Miincli.  .1..  ( 'onliniiing 
perspectives.  Uitgcvcrij  L E M MA  BV.  Utrecht.  1995.  (ISBN  90-5189-553-4)  (EN; FR.  DE)  '*' 

I 'ocational  Training  in  h'urope 

:  Slate  of  the  art  and 

European Commission.  ( 'ontinuing 
Official  Publications  of Ihe European Communilies.  Luxembourg.  1996  (forthcoming) 

I ocational  Training  :  h'urope,  Japan  and  the  ( vited  Stales.  Office  for 

EUROSTAT.  Continuing 
Definitions.  Office  for  Official  Publications  of the  European  Communities.  Luxembourg.  1996.  (ISBN  92-
827-8740-0)  (EN. FR.  DE) 

in  enterprises  1994  (CHS) 

I ocational  Training  Survey 

:  Methods  and 

EUROSTAT.  Continuing  Vocational  Training  Snrwy 
Official  Publications of the European Communities.  Luxembourg (forthcoming)  '*' 

in  enterprises  1994  (CHS) 

:  Results.  Office  for 

European  Commission.  Continuing 
the steps taken  to  implement  the Sun-ey.  Working  Document,  Brussels.  1996 (forthcoming)  (EN.  FR.  DE) 

I 'ocational  Training  Smvey  - A  report  on  the  procedures  adopted  and 

European Commission, FORCE  -  "Tableau  de hard"  on  ( 'ontinuing  Vocational  Training,  Office  for  Official 
Publications of the  European Communities.  Luxemburg.  1994.  (ISBN 92-826-8712-0)  (EN. FR.  DE) 

Ant.  M..  Kintzclc.  J..  Van  Haccht,  A.,  Wallhcr.  R..  Reporting  System  on  Access,  Quality  and  I hlume  of 
Continuing  Vocational  Training 
in  Europe.  Luchtcrhand  Vcrlag.  Ncuwicd.  1996.  (ISBN  3-472-02699-5) 
(EN.FR.  DE) 

B. European Sectoral Reports 

Bertrand..  O..  Homs. O..  Knisc  W..  Mcndcz-Vigo.  M..  Van  den Tillaart.  H..  Training 
European  Report.  European  Commission.  Brussels.  I °,n  (EN. FR.  DE) 

'*' 

in  the  Retail  Sector  -

Burns,  J. &  King.  R.  (University  of  Reading).  Delay.  F.  (CREGE  Management.  Paris).  Mallet.  L.  (CEJEE. 
Toulouse).  Training  in  the Agrofood  Sector  -I'.nropean  Report.  European  Commission.  Brussels.  1993  (EN. 
F R , D E) 

n 

King,  R.D.  and Bums, J.A.,  Quality  Management  Systems and  Training  Policy  in  the  hood  and  beverage 
Industry  in  Europe.  Food Technology  Centre, U n i v c r "y  of Reading,  1994,  (ISBN  0-7049-0536-1 ) 

Rauncr.  F.  &  Spotll.  G.  (ITB),  Olescn,  K.  &  Clcmatildc.  B.  (DTI),  Employment,  Work  and  Training 
in  the 
European  Automobile  Repair  and  Distribution  Sector  -  European  Report,  European  Commission.  Brussels. 
1993  (EN. FR.  DE)  '*' 

Spottl,  G..  Rauncr.  F.  &  Moritz  E.F., 

\'om  Kjz-llaruhrerk  zwn  Qualilatssenuce 

-  lk-r 

I  S-amerikanische 

Kjz-Sektor  nach  der  Trendwcnde.  Donal  Vcrlag,  Bremen.  1996,  (ISBN  3-931737-22-5)  (Also  available  as 

ITB  Working  Document  in  EN  and  FR) 

Moritz,  E.F.,  Rauncr.  F.  &  Spôttl,  G.,  Auslauschen  stall  reparieren 

-  Der  Erjolg  des  japanischen  Kjz-

Seirice.  Donat  Vcrlag.  Bremen.  1996.  (ISBN  3-9317.37-09-8)  (Also  available  as  ITB  Working  Document 

in  EN and  FR) 

Dankbaar.  B..  Learning  to  Meet  the  < i/obal  Challenge  -  A  Contribution  to  the  Debate  on  C\~l  in  the 
Automotive  Industry.  Maastricht  Economic  Research  Institute  on  Innovation  and  Tcchnologv  (MERIT). 
Maastricht.  1995 

European  Commission.  Continuous  Ideational  Training  in  the  Road  Treight  and  Passenger  Transport 
Sectors.  Office  for  Official  Publications  of  the  European  Communities.  Luxembourg.  1996  (forthcoming) 
(EN. FR, DE)  '*' 

C. Contractual Policy on Continuing Training 

Blai  xiin.  R..  Engels.  C.  Pellegrini.  C.  (Editors).  Contractual  I'olicies  Concerning  Continued  Vocational 
Irai  ing  in  the  European  Community  Member  States.  Peters  Press.  Lcuvcn.  1994.  (ISBN  90-683 I-582-X). 
(EN.  FR. DE.  IT)  '"' 

Ehrcnbcrg.  E..  Fclgcr.  S..  Hcidcmann.  W . Krusc.  W..  Paul-Kohlhoff.  A..  ( oiitinuous  I ocational  Training 
in  lui rope  -  Documentation  on  the  Social  Dialogue.  Edition  Sigma.  Berlin.  1995.  (ISBN  3-89404-410-1) 
(EN.  FR.  DE.  IT.  ES) 

Luttringer.  J.-M..  Development  of  Resources  Allocation  Techniques  for  Continuous  Training  in  Europe  -
Joint  Investments  ct-  Branch  T'unds -  Implication  of  the  Social  Partners,  Working  document.  CIRCE. 
Putcaux (France).  1995  (EN.FR) 

D. Thematic Areas 

European  Commission.  Industrial  ( linage  in the T'ORi '/•.' Programme  - a  I 'ontribution  to  the  Discussion  on 
the  Role  of  Continuing 
\'ocational  Training  in  adapting  to  Industrial  Change.  Working  Document. 
Brussels.  1995  (EN.  FR.  DE) 

European Commission.  ( 'ontinuing  I 'ocational Training  in Small  and  ,\ ledium-sized  Enterprises.  Results of 
the  FORCE  Programme.  LEONARDO  DA  VINCI  Document.  Brussels.  1995  (EN.  FR.  DE) 

European  Commission,  Anticipation  of  Training  and  Skill  Qualification  Seeds  - A  synthesis  of  the  results 
gained  in  the  FORCE  and  EUROTEC.XFT  programmes.  LEONARDO  DA  VINCI  Document.  Brussels. 
1995  (EN,  FR,DE) 

Severing.  E.,  Stahl.  T..  Quality  Assurance  m  In-lnutse  ( 'ontinuing  Training  -  Case  Studies  from  Europe  -
Joint  FORCE  and  EUROTECNET  report.  Office  for  Official  Publications  of  the  European  Communities. 
Luxembourg.  1996. (ISBN  92-827-7131-8).  (EN.  FR.  DE.  IT.  DA. NL.  ES. PT. EL) 

European  Commission.  The  Human  Resource  at  the  Heart  of  ( 'ompany  Strategies  -  ( 'onference  Report 
(Rome.  Italy, 23-24 June  1994), LEONARDO  DA  VINCI  Document.  Brussels.  1996  (forthcoming) 

E. CEDEFOP publications 

CEDEFOP  was closely  associated  in the implementation  of FORCE  sectoral  surveys. 

'Training in the Retail  Sector:-  European  Report.  CEDEFOP. Thcssaloniki.  1994.  (Cat.  N"  : HX-XO-93-727-
EN-C)  (DA.  DE.  EN.  ES. FR.  IT. NL.  PT)  '"' 

Cnude  to  Training  in  the  Retail  'Trade.  CEDEFOP.  Thcssaloniki.  1995.  (Cal.  N"  HX-85-94-X58-EN-C) 
(EN.  ES) 

Training  in  the  Motor  I 'elude  and  Sales  Sector  -  European  Report.  CEDEFOP.  Thcssaloniki.  1995.  (Cat. 
N°  HX-85-94-866-EN-C)  (DE,  EN.  ES. FR.  IT. NL. IT)'*' 

La  Formation  dans  les  Industries  Alimentaires  et  des  Boissons  -  Rapport  Européen. 
Thcssaloniki,  1994  (Cal.  N° HX-85-94-648-FR-C)  (DE.  ES. FR)  '*' 

CEDEFOP. 

F.  Directory/Catalogue/Evaluation 

European  Commission.  Directory  of  Action-Oriented  Research  on  Continuing  Vocational  Training  in 
Europe.  LEONARDO  DA  VINCI  Document.  Brussels.  1995. 

European  Commission.  ( 'dialogue  of'T'ORt 'E Training Products  1991-94,  \ 'olumes f-fff.  Office  for  Official 
Publications  of the  European  Communities.  Luxembourg.  1996.  (ISBN  92-826-8051-7)  (Multilingual.  EN. 
FR,  DE) 

European  Commission,  Final  Evaluation  of  the  T'ORCE Programme,  prepared  in  1990  bv  the  Evaluation 
Consortium  The Tavistock  Institute,  Bernard  Bmnhcs Consultants.  &  Danish  Technological  Institute.  Office 
for Official  Publications of the  European  Communities.  Luxembourg  (forthcoming) 

(*> 

National  reports  arc  also  available  lor  eaeh ot  the then  12  Memhei  States 

ISSN 0254-1475 

COM(97) 384 final 

DOCUMENTS 

EN 

15  16  04 

Catalogue  number  :  CB-CO-97-387-EN-C 

ISBN  92-78-23005-7 

Office  for  Official  Publications of the European  Communities 

L-2985  Luxembourg