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The dual system of vocational education and
youth coaching programme in Austria A Nordic
conference on workbased learning Learning for
Life Iceland,25,September 2014   Ingeborg
Friehs Public Employment Service Austria
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The Austrian dual system

• What?
• Duration 2-4 years
• Employment contract with the firm (special type
  apprenticeship), remuneration
• 80 company- based learning, 20 school
• 200 different professions with standardised
  curricula
• Final examination diploma of completing a
  vocational education
• Possibility of passing an entry exam for
  university after completing the apprenticeship

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The Austrian dual system

• Who?
• 40 of each cohort, approx. 125.000 apprentices
• Usually after finishing compulsory school ( age
  15)
• Offers opportunities also for weaker pupils
• Support for disadvantaged and those who couldnt
  find an apprenticeship in a company supra
  company apprenticeship (training guarantee) and
  integrated vocational education (one year more
  than usual)

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The Austrian dual system

• How to find an apprenticeship position?
• Usually the young person applies directly at the
  company
• Support of the PES to find a company
• If no apprenticeship place can be found, young
  people can do a supra company apprenticeship

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The Austrian dual system

• Why do firms offer apprenticeship positions?
• Long established system, widely recognised
  tradition to offer apprenticeship positions,
  (40.000 enterprises, each company needs a person
  who has a training authority)
• Investing in company-specific knowledge
• Preventing shortage of skilled workers

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The Austrian dual system

• Essential role of social partnership
• For companies and employees it is obligatory to
  be a member of the Chamber of Commerce or the
  Chamber of labour respectively.
• Those two chambers are strongly committed to the
  apprenticeship system.
• They are strongly involved, in particular with
  regard to the deveopment of new trades or the
  adaption of the curricula.The overall
  orientation of the dual system has a strong
  focus on business needs.

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The Austrian dual system

• Financing
• Enterprises develop voluntary at ones own
  expense ( the whole training in the firm as well
  as the remuneration to the apprentices)
• Low remuneration corresponding to the fact
  that apprentices are basically in a learning
  position but not in a full productive working
  position
• Approx. 420 in the first year, 540 in the
  second,770 in the third and 840 in the fourth
  year( the remuneration is higher in the metal
  processing industry ). Corresponds to 10-20 of
  a skilled workers salary in the first year and
  20-50 in the third year of apprenticeship.
• Schools (equippment, teachers) are financed by
  State
• Supra- company apprenticeship training is
  completely financed by State

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The Austrian dual system

• Subsidies to employers
• Yearly basic subsidy It amounts to three times
  the apprentisceship compensation in the first
  year, two times in the second and once in the
  third and fourth year
• Additional quality related subsidies ( for every
  final examination with excellent grades, support
  for further education of trainers, measures for
  apprentices with learning deficits)
• Special incentives for specific target groups (
  women in male- dominated occupations,
  disadvantaged ) , offered by PES or fundings
  for apprentices with disabilities, offered by the
  Federal Social Service

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The Austrian dual system

• Advantages from a labour market perspective
• Training takes place under conditions of a real
  work life
• Always state of the art more flexibility to
  respond to technical progress in comparison to a
  school system.
• Labour market access is easier after completing
  the training (work practice available, training
  company knows the strengths and weaknesses of
  the individual young person)
• Better prospects for disadvantaged, late
  developed and weak young persons
• Training takes place predominately in productive
  work situation. This reduces costs and reinforces
  the learning motivation of the young people.

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The Austrian dual system

• Challenges
• Change in the skills that are demanded. Focus is
  changing to more adapability and skills that are
  easier to inpart in schools. Frequently
  enterprises have to take over the role of the
  young peoples home regarding to learn a good
  behave.
• Trend towards a higher qualification and
  education, which allow directly entering into
  university with the consequence that
  predominantly weaker young people ore those who
  dont want to go to school any more are
  candidates for apprenticeships.- Leads to a loss
  of image.
• Instability of jobs and apprenticeship positions
  is increasing and also the continuance in a
  company after completion has been decreasing. -
  Leads to uncertainty.
• In particular sectors (e.g.tourism), there is a
  shortage of apprentices while in sum more people
  are looking for an apprenticeship than positions
  are offered.
• Gender segregation and persons with migration
  background are underrepresented a better
  vocational orientation becomes more important.

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The Austrian dual system

• Supracompany apprenticeship
• Since 1998 offer of additional apprenticeship
  places (employment package), since 2008 training
  guarantee
• Target group. Those who couldnt find an
  apprenticeship position or who did drop out of a
  company- based apprenticeship
• The priority is, to find an apprenticeship
  position within a company
• Two types
• Supra company apprenticeship training is carried
  out by an educational institution
• Theoretical training in a vocational school
• Practical training offered by the educational
  institution
• Training contract during the entire time of
  apprenticeship, (if necessary) between the
  educational institution and the apprentice
• Goal completion of apprenticeship (ideally in a
  firm)

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The Austrian dual system

• Cooperation between an educational institution
  and a private company
• Theoretical training in a vocational school
• Practical training in a company
• Training contract betwen the educational
  institution and the apprentice ( usually 1 year)
• Goal transfer to apprenticeship in a company
• Participants receive comprehensive support
• Socio-pedagogical counselling,learning support,
  assistence with job search or apprenticeship
  search

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The Austrian dual system

• Allowance for participants
• 270 per month in the first and second year,
• 600 per month from the third year
• Places in supracompany apprenticeship training
  entities around 12.000
• Budget 2012/13 around 175Mio , expenses per
  person and year around 14.000
• Labour market integration within one year more
  than 50

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Youth Coaching Programme

• Target group young people and people not in
  education, employment or training (NEETS)
• Goal to keep young people within the education
  and training system as long as possible and
• Efforts are made to ensure that those who have
  already left the system will be offered the
  chance to resume their education or training.
• Youth Coaching has been created to ensure the
  interface of advice, guidance and support for
  young people from the end of compulsory school
  until such time as they are fully integrated into
  continuing training or educational programmes.
• Fields of support and advice are education and
  employment issues as well as personal issues

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Youth Coaching Programme

• Coaches offer free support and are responsible to
  cooperate and communicate with different
  programme partners (employment services, the
  federal social office, schools, municipalities,
  projects, training institutions, external
  counselling institutions)
• The pilot of this programme started in 2012 with
  about 12.500 participants and has been
  implemented in 2013 nationwide with around 35.000
  persons.
• Result of the pilot-evaluation Only 15 oft
  he participants dropped out or left the programme
  without a specific goal orientation, the
  programme turned out to be very successful.
• The programme is carried out by the Federal
  Social Office.

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• Thank you for your attention!