The policy instrument addresses the issue of labour shortages in the field of ICT. As there is a serious mismatch between the supply and demand of such workers, more active measures are needed in addition to classical ones, e.g. increasing the number of study places and engaging qualified foreign labour. This implies that the possibilities for retraining and in-service training for adults have to be broadened
What type(s) of skills MISMATCH does the initiative aim to addresses?
Underqualification (individuals' qualifications/credentials are below their job's needs)
Skill shortages (employers cannot fill their vacancies due to a lack of skills in the labour market)
Skill gaps (worker's skills are below the level of proficiency required by their employers and jobs)
Other
The policy instrument is explicitly designed to tackle labour and skills mismatch in the ICT field. As there is a serious mismatch between the supply and demand of such workers (with knowledge and skills in ICT), this instrument broadens the possibilities for retraining and in-service training for adults in the ICT field, both for employed and unemployed adults.
Skills matching focus
How does the initiative address skills mismatches?
The training programme support addressing the needs of the ICT sector, but also other sectors where ICT competences are required.
Stakeholders
Main responsible body
Main body or organisation with overall responsibility for the initiative.
Other
BCS Koolitus – the ICT training division of Baltic Computer Systems, the leading ICT continuing training company in Estonia
Other involved organisations
Which other organisations have a role in the initiative?
Other
Companies are involved in providing internships.
Sustainability
Success factors
SUCCESS FACTORS in the implementation
The approach taken with the programme is very flexible, e.g. the curricula and activities are amended after each retraining period, feedback is collected from all stakeholders and used for improving the retraining process. There is strong cooperation between the state, training providers, ICT employers and representative organisations
Barriers
BARRIERS in the implementation
There are no specific barriers. The programme has a very clear focus.
Monitoring and evaluation
MONITORING and EVALUATION: Is progress measured regularly? What are the indicators used to measure progress of the policy instrument? Have any evaluations been conducted?
After each retraining period, feedback is collected from the participants (about 3 months after completion).
Updates
UPDATES: whether there have been any major updates of the initiative since it has been implemented?
Yes
Feedback is collected after each retraining course, and the curricula and study process is amended accordingly.
Effectiveness
EVIDENCE ON EFFECTIVENESS: How effective is the policy instrument?
The training programme has a clear focus. It offers training and also internship opportunities. The programme trained around 500 people during 2017-2020
Sustainability
SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
Estonia is already experiencing serious labour shortages in the field of ICT and this will most probably continue, because its population is ageing and there are not enough students, or adults who choose ICT as their specialty. Therefore, if this initiative is successful then it is highly likely that it will continue.
The occupational barometer is a qualitative method of forecasting short-term labour demand by occupation. The estimates are compiled by the regional departments of the Estonian Unemployment Insurance Fund, which involve external experts wherever possible.
TIMESPAN: In what year did the initiative commence?
2016
Perspective
PERSPECTIVE: is the initiative based on evidence derived from skill forecasts or foresight activities?
The barometer provides short-term, general trends in the labour market by occupation using a qualitative method of forecasting based on employers’ perspectives. Two indicators are taken into consideration: i) how employers’ demand for labour will change in the next 12 months, especially the demand for specific occupations; and ii) based on the assessment of the first indicator, whether there will be a labour surplus or shortage in occupations after these 12 months.
Policy area
To which POLICY AREAS(s) does the initiative apply?
The initiative provides information on labour markets trends and the demand by occupation and results can be used in policy making to address occupational skills shortages.
The initiative provides information on labour markets trends and the demand by occupation
Methods
Methods
What methods of undertaking skills assessments and / or skills anticipation does the policy instrument utilise?
Skills forecasting
The initiative provides short-term forecasts
Expert panels
The initiative involves external experts in preparing the forecasts.
Use of skills intelligence
How is labour market information / skills intelligence used within the initiative?
The initiative provides information by occupations and at regional level that can be used in the planning the training provision, providing career guidance services and in making professional development choices.
Which other organisations have a role in the initiative?
National ministry
The Ministry of Economic Affairs and Communications
Regional PES
The estimates are compiled by the regional departments of the Estonian Unemployment Insurance Fund
Other
Estionian Qualifications Authority cooperates with the Estonian Unemployment Insurance Fund in skills anticipation and results dissemination
Sustainability
Success factors
SUCCESS FACTORS in the implementation
the Estonian Unemployment Insurance Fund’s occupational barometer, forecasts short-term labour demand by occupation and region, giving LMSI with a narrower focus. It colloborates also with OSKA and adds a different time-perspectives for future skill needs in Estonia. It also provides nice data visualisations per region and occupation.
Barriers
BARRIERS in the implementation
Only the most important occupations in the regions are evaluated, so not all occupations at the fourth level of ISCO are shown as the priority is to evaluate the occupations that are the most frequently occurring based on statistics regarding the registered unemployed and the vacancies mediated by the Estonian Unemployment Insurance Fund.
Monitoring and evaluation
MONITORING and EVALUATION: Is progress measured regularly? What are the indicators used to measure progress of the policy instrument? Have any evaluations been conducted?
There are no specific indicators to measure the progress of the inititative. It is part of the Estonian Unemployment Insurance fund and is reported in its annual reports.
Updates
UPDATES: whether there have been any major updates of the initiative since it has been implemented?
No
No major updates.
Effectiveness
EVIDENCE ON EFFECTIVENESS: How effective is the policy instrument?
The initiatve is one of the most important LMSI sources in Estonia.
Sustainability
SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
Yes, it is expected to continue.
OSKA -System of labour market monitoring and future skills forecasting
The OSKA system creates a cooperation platform, which enables the exchange of information between employers and training providers and educational institutions to comprehensively analyse the growth potential of different economic sectors and their needs, and to facilitate the planning of education provision at different levels of education and by types of school, as well as in the fields of retraining and in-service training.
Legal base (E.g. Law, regulation, implementing provision, other)
The regulatory framework for OSKA is provided in the Estonian Professions Act
Starting period
TIMESPAN: In what year did the initiative commence?
01.01.2015-ongoing
Perspective
PERSPECTIVE: is the initiative based on evidence derived from skill forecasts or foresight activities?
The task of the Sectoral Expert Panels is to prepare forecasts of labour requirements and skills in OSKA sectors and it brings together the experts from among job creators, schools and public authorities. In general, the Sectoral Expert Panels have a deep insight into each sector and propose suggestions which may be addressed to a wide range of stakeholders, e.g. training providers, curricula developers. The outputs of the OSKA programme and activities are in the form of annual in-depth reports on individual economic sectors
Policy area
To which POLICY AREAS(s) does the initiative apply?
What type(s) of skills MISMATCH does the initiative aim to addresses?
Other
The OSKA system is designed to analyse and forecast labour and skills needs for Estonia's economic development over the next 10 years. Both quantitative and qualitative analysis are conducted.
Skills matching focus
How does the initiative address skills mismatches?
The OSKA system supports the education and training policies in better meetings the future needs
Methods
Methods
What methods of undertaking skills assessments and / or skills anticipation does the policy instrument utilise?
Skills forecasting
The forecast for 5-10 years horizon are produced
Expert panels
OSKA has sectoral expert panels composed of representatives of employers, education institutions and policy makers
Other
OSKA conducts also quantitative analysis by using data from relevant registers and surveys and labour demand forecasts prepared by the Ministry of Economics.
Use of skills intelligence
How is labour market information / skills intelligence used within the initiative?
VET and HE institutions, policy makers and career specialists can have a broad use OSKA intelligence, such as sectoral reports and information provided on employment, occupations and skills
Stakeholders
Main responsible body
Main body or organisation with overall responsibility for the initiative.
National agency
Estonian Qualifications Authority
Other involved organisations
Which other organisations have a role in the initiative?
National ministry
Ministry of Education and Research and several other ministries are members of the OSKA Coordination Council
National agency
National agencies can be involved as OSKA advisors or in sectoral expert panels.
Social partner: employer organisation
The Estonian Employer's Confederation is a member of the OSKA Coordination Council
Social partner: trade union
The Estonian Trade Union confederation is a member of the OSKA Coordination Council
Chambers of Commerce
The Estonian Chamber of Commerce and Industry is a member of the OSKA Coordination Council
Training Providers
Training providers can be involved as OSKA advisors or in sectoral expert panels.
Research centres, universities
Research centres and universities can be involved as OSKA advisors or in sectoral expert panels.
Sustainability
Success factors
SUCCESS FACTORS in the implementation
When building the programme, positive examples, advice and lessons learned from other countries were taken into account. There is cooperation between all stakeholders (regular, planned meetings; specific work schedule), and understanding about the necessity to create and participate in such a system..
Barriers
BARRIERS in the implementation
There are target groups which need more specific information. There is a need to find a comprise between researchers and users' needs when providing specific and understandable data.
Monitoring and evaluation
MONITORING and EVALUATION: Is progress measured regularly? What are the indicators used to measure progress of the policy instrument? Have any evaluations been conducted?
The OSKA Coordination Council monitors the system through the Sectoral Expert Panels and annual reports are presented to the government. The first evaluation of OSKA's effectiveness and impact was conducted in 2018. The evaluation showed OSKA has been successful in creating practical and usable labour market intelligence for its target groups. Researchers highlight the relevance of OSKA as a comprehensive tool for managing future labour market and skill needs. Cedefop conducted a study to support Estonia in strengthening OSKA. It involved a close collaboration with OSKA stakeholders in identifying actions and planning next steps. Report is available https://www.cedefop.europa.eu/files/4183_en.pdf
Updates
UPDATES: whether there have been any major updates of the initiative since it has been implemented?
Yes
Once a year OSKA prepares a forecast for the next 10 years. There are continuous methodological improvements and actions towards improving the dissemination of OSKA results.
Effectiveness
EVIDENCE ON EFFECTIVENESS: How effective is the policy instrument?
It is the main skills anticipation initiative and supports developing better training and re-training offer. It supports evidence based decision making across sectors.
Sustainability
SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
It is expected that the instrument will continue functioning. The reason for this is that the implementation of OSKA system has both increased the involvement of stakeholders, and created a systematic process by which they can provide input into skills anticipation and give recommendations to upgrade competency standards. As the population is aging and the country is facing serious labour shortages in all economic sectors, it is necessary to have a systematic process (regular updates, involvement of relevant stakeholders, timely changes and revisions) through which educational and employment decisions are made.