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MyCompetence -

necessity, results and challenges

Project

“Development and Implementation of a Workforce Competence

Assessment System by Sectors and Regions”

(Brief Extracts from the Final Report)

2015

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GENERAL INFORMATION ABOUT THE PROJECT

The project “Development and Implementation of a Workforce Competence Assessment

System by Sectors and Regions” is financed by the European Social Fund under Human

Resources Development Operational Programme (2007-2013) and is run by the Bulgarian

Industrial Association (BIA). The project was carried out in cooperation with the

Confederation of Trade Unions in Bulgaria (CITUB) and Podkrepa Confederation of Labour.

The project idea of developing a national system for workforce competence assessment

arose as a result of a fruitful dialogue between social partners and the Ministry of Labour

and Social Policy on areas where social partners may contribute to the implementation of

specific labour market-related measures. The Bulgarian Industrial Association chose and

elaborated on activities which can help tackling a number of challenges related to skills and

competencies mismatch. The lack of flexibility and adaptability of the education systems to

the dynamically changing economic environment is one of the main factors for the current

labour market misbalance. The State Education Requirements in Bulgaria do not correspond

to the employers’ requirements and fail to provide the necessary educational ground for

supplying the highly-skilled workforce demanded by the business.

The development of professional standards at sector level is a leading European practice.

Furthermore, a similar project had been carried out at European level for developing a

multilingual taxonomy of European skills, competencies, qualifications and occupations.

Project objective

The overall project objective is to enhance adaptability and effectiveness and to strike a

balance between labour market demand and supply by developing a workforce competence

assessment system by sectors and regions.

Target groups

Employers

HR managers and experts may quickly and easily implement a competence-based approach

in human resources management. The system facilitates the enhancement and development

of human potential by offering possibilities for it to be measured and continuously

improved.

Employees and job seekers

By using MyCompetence employees and job seekers can receive feedback whether they

demonstrate the specific behaviors which lead to successful job performance as stipulated in

the sector professional standard. The system may help them not only identify probable

deficits in their knowledge and competencies but also overcome them by issuing

recommendations about various development pathways and competence development

tools.

Education institutions

MyCompetence gives an opportunity to secondary and tertiary schools, academic

institutions, and centers for vocational education and training to be flexible and organize

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teaching processes and outcomes so that they correspond with business and economic

demands. This can be achieved by adapting State Education Requirements to professional

standards which mirror business requirements and by a regular refreshment of curricula and

syllabi in accordance with real economic demands.

Students Students can become familiar with the employers’ expectations and requirements for given

professions, hence choose the most suitable career path and education institution for

themselves.

Labour market-related institutions MyCompetence is a necessity and a prerequisite for developing a comprehensive system for

sustainable forecasting of the demands for new skills and qualifications on labour market in

Bulgaria. The system accumulates information, feedback and practices about the best

approaches available for implementing a competence-based human resource management

and offers the possibility for relevant policies to be adopted based on the data analysis. The

development of professional competency standards for exercising a given occupation and

position (competency models) allows for the description and study of the dynamics in

workforce knowledge, skills and competencies required by sectors and regions. Moreover,

the competence assessment tools may be used by employees and job seekers and provide

information about the overall deficits in workforce knowledge and skills in Bulgaria.

MyCompetence is a unique and innovative instrument for providing an effective and

sustainable link between labour market demands and the system of vocational education

and professional qualification. It can assist the Ministry of Labour and Social Policy and the

Ministry of Education and Science in drafting policies for the gradual convergence of State

Educational Requirements and professional standards, as well as in adapting academic

curicula and syllabi to labour market tendencies and demands.

Why MyCompetence

BIA’s project is part of the measures and initiatives which Bulgaria has undertaken in order

to overcome the serious challenges related to employment policies, education and human

resources. It is developed based on a deep analysis of the demands both at national and

international level.

One of the basic issues of Bulgarian labour market is the existing skills and competencies

mismatch. The lack of suitable professionals hampers economic growth, weakens business

competitiveness, increases regional and sector unemployment rate. In the modern

knowledge-based economy the human potential at enterprises is a key factor for achieving

competitive advantage and economic growth. This calls for rethinking of management

models on part of the managers and redirecting and aligning human resources policies with

business strategy.

Nowadays employers are increasingly tending to consider not only the qualification level of

job seekers when recruiting new employees but also their competencies i.e. what one

knows, understands and can do in practice.

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More and more often education systems describe qualifications in terms of the knowledge

bits, skills and competencies they lead to. Such a shift towards learning outcomes is

reflected in the qualification frameworks such as the European Qualification Framework,

National Qualification Framework, State Education Requirements, rewriting of standards and

curricula, as well as the implementation of new assessment and validation approaches.

There is no stable link between employers and education system which can foster conditions

for bridging the gap and enhancing education quality. As a result, high school graduates and

university students lack the qualities which employers seek and may face serious

employability and life path challenges.

Bulgarian education system has failed to correlate state admission plans with the majors

demanded by the business and to consider sector differences in the skills and competencies

demanded. There is no national system for analyzing and forecasting the business needs of

workforce with certain qualification which in turn results in a severe discrepancy between

the majors demanded by labour market and the majors students are most interested into.

Hence, a big part of the graduates in Bulgaria fail to find employment in their major

afterwards.

The demand for new skills and competencies, as well as the emergence of new ones

including interdisciplinary (hybrid) occupations, calls for continuous upgrade of one’s

education level and for building up an effective lifelong learning system.

The competence assessment system, MyCompetence, has been designed so as to exert an

impact on several key aspects of the National Employment Strategy such as:

enhancing the link between education and training and labour market demands by

updating State Education Requirements in compliance with professional standards

recognized by the business in a given economic sector;

facilitating the transition from education to employment;

boosting lifelong learning;

improving access to and developing various forms of career guidance in life.

PROJECT SCOPE AND ACTIVITIES

Project main activities included preparatory and launching activities, planning of activity

management and execution, monitoring, control and reporting, establishing of a National

Competence Assessment Center, conducting basic analyses and surveys, developing a

general system concept, testing indicators and competency assessment models, preparing

proposals for regulation amendments, developing a national competence assessment

network built up of sector and regional units, designing, developing, testing and

implementing MyCompetence, carrying out training courses, public activities etc.

The National Competence Assessment Center which was set up during the project provides

methodological and analytical guidance in developing and implementing basic

methodologies, handbooks, guidelines, competency models etc. This approach ensures

sustainability in preserving and developing in-house know-how. Some of its main functions

include the following:

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day-to-day management of activities related to the establishment, operation and

development of Sector Skills Committees and Regional Competence Assessment

Centers;

assisting the National Competence Assessment Council in a methodical and an

organizational aspect;

methodologically assisting and monitoring the expert teams and consultants, the

competence assessors’s activities, coordinating the conduction of training schemes,

consultations and discussions envisaged by the project;

maintaining and updating the information portal on the internet;

analyzing data, maintaining and developing the overall content of the workforce

competence assessment system, MyCompetence.

Over 120 analyses and surveys were carried out by more than 200 experts during the

project. The macroeconomic analyses encompass the basic economic tendencies and factors

influencing the economic development of the country (2005-2015), current state and

development of Bulgarian enterprises by sectors and regions (2009-2014), technological

state and innovations in Bulgaria and their impact on Bulgarian competitiveness, labour

market current state and tendencies (2009-2013).

Sector analyses analyze the current state of each and every of the 20 pilot economic sectors

covered in the project with regard to its basic characteristics, technological development

and lifecycle, development forecasts, administrative particularities etc. They were first

carried out in 2011 and were subsequently updated every following year.

The analyses conducted in 2010-2014 discuss the development of Vocational Education and

Training (VET) and the workforce qualification levels and include the following:

review of the national and regional policies and measures related to labour market

and vocational education and training, as well as of the institutions responsible for

the implementation, supervision and control of these activities in the country;

review of the state policies for harmonization of national practices and regulation in

accordance with European practices, objectives and requirements;

review of the current regulation ensuring quality of the education in Bulgaria and

conformity of Bulgarian education system with the European education system

standards as described in the European Qualification Framework;

review of the main information systems providing up-to-date information about the

relevant topics studied;

review of workforce qualification level and relevant development measures;

review of VET current state by separate regions of administrative planning;

review of good practices in implementing corporate programmes for workforce

training;

motivated proposals for current legislation amendments.

Other analyses study approaches and current trends in developing competencies

dictionaries, job position descriptions, competence assessment tools and include some of

the following:

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researching competence assessment methods, approaches and instruments used by

Bulgarian enterprises;

software solutions for human resources management available on the Bulgarian

market;

adapting and putting into practice existing competence assessment tools available on

the Bulgarian market;

approaches and instruments for conducting a 360 degree feedback;

international certifying systems;

analysis of knowledge management systems application at corporate and sector

levels and possibilities for integration with MyCompetence services;

analysis of MyCompetence sector competency models compliance with university

curricula in pilot sectors such as Metallurgy and Tourism;

good practices of competence-based training schemes;

analysis of innovation approaches in an organization and use of online training

courses assessment on the workplace;

analysis of current practices for organizing internships and trainings on the workplace

and possibilities for incorporating MyCompetence and the national competence

assessment network.

The research of good practices in EU member states, information systems, workforce

competence assessment tools and partner networks stresses the following:

European policies and initiatives encouraging employment and development and

enhancing workforce mobility;

current European projects related to competence development;

methods and standards for describing the required competencies;

methods, means and standards for training and assessing competencies;

implementation of competency models in the business;

international, national and sector competence assessment systems;

syntactic and semantic standards applicable in the field of human resources

development;

European network for lifelong development of competencies;

information systems for analysis and visualization of labour market data and forecast

of emerging needs of new skills and jobs;

standards for validation of knowledge and skills adopted in informal education;

employers’ role in the validation process;

European tools for ensuring VET quality;

gamification in developing and assessing skills and competencies;

mobile applications for talent development, recruitment, knowledge acquisition and

transfer;

structure and implementation of the so-called dual training system in European

Member States.

In the period 2010-2014 46 surveys and questionnaires were conducted on various topical

issues related to labour market challenges and workforce education and qualification such

as:

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Survey on the competencies, professional qualification and education level of

workforce carried out in enterprises, governmental bodies, trade unions etc.

Survey on the motivation and attitudes towards professional qualification,

educational level and workforce career fulfillment at company level.

Survey on the motivation and attitudes towards lifelong learning, workforce

competencies, professional qualification, educational level at company, regional and

sector levels. The survey was carried out among companies, governmental bodies

related to lifelong learning policies such as the Ministry of Labour and Social Policy,

Ministry of Education and Science, National Agency for Vocational Education and

Training, Public Employment Services etc.

Survey on the motivation, attitude and involvement of business, skills demand and

supply, professional qualification, educational level at company, regional and sector

levels, lifecycle of the qualification acquired within the formal education system, the

satisfaction levels thereof, identification of core and specific competencies necessary

for the successful job performance and the role of formal education in acquiring

those competencies; qualification and competencies lifecycle – which areas require

most often knowledge update and refreshment, the time needed for refreshing

them. This survey maintains that competencies lifecycle of IT experts for instance is

about 4 years, of industrial engineers about 7 years, of financiers – 9 years etc.

A parallel survey on the employers’ expectations and young professionals’ attitudes

towards successful job performance discusses the compliance of acquired skills and

knowledge with labour market requirements, how informed young people are about

employer’ requirements, attitude towards transition from education to employment,

attitude to the competencies and qualities needed for the successful job

performance.

Survey among employers and vocational schools on the possibilities for companies to

participate in the implementation of the so-called dual training.

Developing a general concept of MyCompetence

Some of the methodological works developed during the project include a Methodology for

developing key job positions; methodology for describing job competencies; methodology

for competence assessment; methodical guidelines for job design, approbation, testing and

verification of sector and company competency models and workforce competence

assessment cards, a general concept of MyCompetence.

Online surveys have been annually carried out on the functionality, applicability and

compatibility of the sector competency models and workforce competence assessment

cards and HRM systems, appraisal systems, national and international requirements.

Propositions for regulation amendments

Five packages of proposals for legislation amendments were developed during the project

with the joint efforts of experts from BIA, the project partners, CITUB and CL Podkrepa,

sector and regional industrial associations. They are targeted towards bridging labour

market demand and supply gap, tackling skills mismatch, avoiding workforce shortages,

enhancing workforce adaptability, efficiency and quality, encouraging lifelong learning and

career development as a core element of flexicurity, applying and recognizing

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MyCompetence results at national level and fostering conditions for its integration in the e-

government, implementing dual training etc.

National competence assessment network

BIA has developed and enhanced a core strategic element of the competence assessment

system, MyCompetence, which ensures its sustainability and development prospects,

namely, the National Competence Assessment Network. It is based on a tripartite principle

and unites the interests of all parties interested – companies, sector and regional

organizations, public institutions related to labour market and education, trade unions etc.

Twenty Sector Skills Committees are set up in the pilot sectors, ten Regional Competence

Assessment Centers are established, a National Competence Assessment Center and a

National Competence Assessment Council.

A National Competence Assessment Council consists of 24 representatives of sector and regional associations members of BIA, the Ministry of Education and Science, the Ministry of Labour and Social Policy, the National Agency for Vocational Education and Training, the Bulgarian People Management Association, leading universities and other organizations related to employment and workforce skills. It governs the network and approves the competency models. A network of sector and regional units was also established in which over 300 representatives of the business, education, governmental bodies, trade unions etc. were involved. This has fostered the prerequisites for improving labour market flexibility and tackling skills mismatch.

Leading HRM consulting companies took part in the development of the sector competency

models which were tested in hundreds of pilot enterprises and verified by the Sector Skills

Committees and the National Competence Assessment Council. Moreover, competency

profiles of occupations have been also developed. Over 1456 consultations and over 647

trainings on the workplace were carried out related to the development and testing of

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sector models of key jobs and the competence assessment cards available in MyCompetence.

More than 460 employees at the pilot enterprises were trained to be competence assessors.

PROJECT RESULTS

Developing and implementing a competence assessment system – MyCompetence MyCompetence is a singular information system in Bulgaria in the field of human resources development. Its design and implementation required brand new and creative solutions both in the way information is structured and in the development of effective functionalities and services which can help users in the process of assessing and developing competencies. Some of the main challenges faced during the development and implementation of the system were related to:

overcoming the original mistrust on behalf of institutions and corporations brought forth by scarce knowledge about current HRM systems and models, limited experience and lack of specialized literature in Bulgarian;

lack of competence-based approach in the vocational and higher education which can relate the learning outcomes to labour market demands;

lack of professional standards valid for the sectors by which workforce competencies and development level may be judged;

limited and unequal access to instruments and services for competence assessment and development;

meeting the increasing interest of employers, managers and professionals in Bulgaria in developing and implementing competency models as a prerequisite for an effective employees’ performance.

The main users of MyCompetence are:

enterprises including managers, HR experts, workers and employees; institutions operating in the field of vocational and higher education including

vocational schools and universities, as well as their students and undergraduates; governmental bodies; consultants and non-governmental organizations operating or mediating on the

labour market; providers of services and products in the field of recruitment, human resource

development and management etc. The development of MyCompetence unfolded in the following integrated and upgrading stages:

conducting research and obtaining information and data of various kinds; supporting the design and implementation process in a methodological way; developing an infrastructure of the system; designing the separate components and functionalities of the system; developing functional and system operability; developing and testing sector competency models of positions which are crucial to

the economic sectors; developing and approbating competence assessment tools and online training

courses facilitating the acquisition and mastering of competencies;

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carrying out training and consultation activities of users; upgrading the system with new functionalities and services for the users.

STRUCTURE OF MYCOMPETENCE

The main elements of MyCompetence are:

Module Sector Models Module Competence Assessment Module Economic Sectors Information Module E-learning Module Development Resources

The system offers information and possibilities for customized search and use of integrated data from: • National Classification of Occupations and Positions in the Republic of Bulgaria (2011) • National Qualification Framework • Catalogues of competencies (ESCO, O*Net, e-Competence, EUROccupations, DISCO ) The organizations - collective users of MyCompetence may use all functionalities of the administrative panel through an administrator at the organization in order to: • develop company competency models of jobs based on the sector competency

models • develop catalogues of competencies at the company • develop competence assessment cards and initiate assessment • conduct activities related to a 360 degree feedback by using the system • assess employees’ competencies by using the system platform of competence

assessment tools • administer employees’ training by using the e-learning platform of MyCompetence

Module Sector Models is an online platform containing professional standards which are approved by the employers in the pilot sectors, MyCompetence clusters of competencies, a catalogue of competencies from the pilot sectors, a list of positions which are key for the sectors, a list of main business processes in the pilot sectors, a catalogue of competency models of key sector positions. The models include description of the position (name, objectives, working conditions, minimal social security thresholds, code in the National

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Classification of Occupations and Positions, level in the National Qualification Framework, required education, certificates and professional experience, necessary knowledge and skills) and a competence framework of the job (name, type of competence, definition, behavior indicators against which its demonstration in practice is measured, required level of demonstration).

Module Competence Assessment is an online platform which contains various tools for assessing one’s competencies and individual potential, a self-assessment questionnaire for a job competency model, a competence assessment card in line with the requirements of a specific company job profile, a 360 degree feedback questionnaire in line with the requirements of a specific company job profile, tests and questionnaires for assessing groups of competencies etc.

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Module Economic Sectors Information stores data and information about the twenty pilot economic sectors, including information about the Sector Skills Committees, pilot enterprises, sector analyses etc. The pilot sectors include the following: Information Technology (software development), Mechatronics and Automation, Electronics, Electric Vehicles, Electrical Engineering, Machine Building, Metallurgy, Chemical Industry, Retail, Tourism, Transport, Dairy industry, Facility Management, Wood Working and Furniture Industry, Meat Processing and Production, Beverages Production, Security and Safety etc.

Module E-learning is an online platform for learning and developing knowledge, skills and competencies. The module offers a catalog of online training courses and video lessons stored on the system platform, questionnaires for assessing knowledge bits, skills and competencies acquired in the e-learning process.

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Module Development Resources or also called ‘resource catalog’ is a library of resources for competence assessment and development. The resources which are recommended may be either developed by MyCompetence or offer a suitable external provider.

MAIN ADVANTAGES OF MYCOMPETENCE • An effective infrastructure has been built, an expert partnership network uniting the

initiatives of various institutions and organizations operating in the field of employment and skills

• The system integrates in a single place professional standards, assessment tools and pathways for acquiring and enhancing competencies

• An approach to the selection of key positions for which competency standards to be developed has been adopted

• The system contains detailed requirements for nearly 500 job positions and over 1000 similar ones, thus covering over 25% of all positions in the National Classification of Occupations and Positions

• The system can offer the users not only information but also its own products – a set of assessment and self-assessment tools

• The system offers the users its own online training courses and video lessons for competence development

• The system offers technological platforms and software solutions for designing and implementing competency models at company level in line with the particular business environment in which the company operates

• An effective approach to ensure a constant information and data update has been adopted.

SPECIFIC RESULTS FROM THE DEVELOPMENT OF MYCOMPETENCE Development of professional standards The development of professional standards has been carried out with the joint efforts of 14 leading consulting agencies, 53 company experts – advisors and professionals at BIA, and 230 members of the Sector Skills Committees in the 20 pilot economic sectors.

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As a result of the activities related to the development and implementation of sector competency models and competence assessment cards, MyCompetence contains: • 20 sector competency models • 485 models of positions which are key for the sectors (1026 similar or synonymous

ones) • 1760 described tasks related to the job operation • 2900 described and classified knowledge bits • 2200 described and defined skills • 3560 identified and described competencies • 37700 described behaviors which characterize the competence demonstration • 14240 descriptions of the competence demonstration levels • 530 identified and classified competence assessment tools • 710 identified and classified competence development pathways • 2300 specialties identified and classified according to professional fields, vocational

schools, universities and regions • 4200 identified and classified training providers • 57 identified and classified certificates and certifying organizations As a result of the testing and validation of sector models and competence assessment cards the following activities took place: • initial survey research (structured interview) on the applicability of sector models and

competence assessment cards was conducted among 480 experts at key positions in 115 pilot enterprises within 20 economic sectors

• online survey on the applicability of sector models and competence assessment cards was conducted among 360 experts at key positions and 103 supervising managers

• 200 company competency models and 100 competence assessment cards of key positions were developed in 102 enterprises in 20 economic sectors using a specialized module in MyCompetence

• 207 individuals employed at key positions in 120 enterprises of 20 sectors undertook an experimental competence assessment which generated individual reports with results and recommendations (through the use of competence assessment card application in MyCompetence)

• 2010 organizations and 930 experts from the enterprises in 20 sectors and 10 regions across the country were consulted how to apply competency models and competence assessment cards and how to use MyCompetence. There were 1630 proposals for broadening the scope of MyCompetence functionalities and services

• 640 experts from 407 enterprises in 20 economic sectors were trained how to implement competency models and how to work with MyCompetence

Development of competence assessment tools

Over 1500 people were involved in testing the competence assessment tools. The platform of MyCompetence assessment tools offers the users: • self-assessment of the degree to which competencies included in the sector model of a position is acquired (possibility to test and assess 3560 competencies grouped in 485 job models)

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• competence assessment tools required in a company competence model of a position. There are two instruments developed – a competence assessment card and a 360 degree feedback

• tests and questionnaires for assessing groups of competencies related to the execution of professional roles and functions. There are 9 tests which measure a total number of 148 soft and technical skills

• tests for measuring and assessing team potential. There are two instruments – one for assessing team efficiency and one for measuring the level and type of satisfaction and motivation. These test measure a total number of 17 indicators of employees’ team efficiency, satisfaction and motivation

• psychometric test for career orientation and design of personal profile with professional interests

• final tests for assessing the knowledge and skills acquired after the completion of an online training course available in MyCompetence. These 32 tests are not to be used on their own but in the specific context of the given online training course available on the e-platform of the system

Everyone who undergoes a self-assessment or assessment with another tool of the system receives a report with the results which describes the needed competencies and presents the assessment results in graphic details.

With the cooperation of professionals in the given field and experts in psychometrics 13 tools were developed which can be used on their own for assessing the knowledge bits, skills and competencies acquired (tests and questionnaires). Generally, these can be grouped in the following three types: • groups of competencies related to the execution of professional roles and functions

(managerial competencies, social competencies, emotional intelligence, decision

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taking skills and problem solving, design and management of business processes, change management in a company, conflict management, business competencies, digital competencies)

• tests for assessing team potential (team efficiency, motivation and satisfaction) • questionnaire for assessing personal characteristics

E-learning platform There are 34 online training courses developed for acquiring and enhancing key competencies, as well as one video lesson how to use the system MyCompetence. The online training courses encompass 112 competencies in six areas (human resources management, basic management, marketing and communication, finance management and risk assessment, digital competencies, ability to use MyCompetence). MyCompetence e-platform for training in key competencies is a digital library storing the learning recourses of the information system - the developed materials for self-study and testing of various competencies and is being continuously updated. The e-platform for learning and testing is important, for it offers the possibility to define the degree to which certain competencies are possessed once a test has been completed and to direct the individual to specific training materials for overcoming deficiencies and mastering these competencies. Digital libraries and information resources he resource catalogue of MyCompetence contains a library of resources for development and assessment of competencies. The resources which are recommended have been developed for MyCompetence or may refer to an external provider. An important advantage of this catalogue is that it relates the specific competencies which employers demand with possible resources for development and/or assessment.

Integration with similar European projects and systems MyCompetence has been integrated with ESCO, the European Skills/Competences, Qualifications and Occupations, EuropassCV, EURES, O’Net etc. PROJECT IMPACT Effects for the enterprises Some effects from using the system and a competence-based human resource management in the enterprises include the following: • improving organizational effectiveness • boosting productivity and competitiveness • defining clearly what the enterprise values and expects from its employees • setting up concrete standards for successful execution of every position/job • managing effectively employees’ performance (giving effective feedback and well-

grounded appraisal based on pre-set objectives and clearly defined criteria and requirements for job competencies and behaviour)

• integrating competencies in company strategic objectives of business processes • decreasing losses brought about by poor quality and infringement of technological

and workplace discipline

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• building up a competence attitude which encourages lifelong learning, improvement and development

• fostering favourable environment for identification, storage, sharing and transfer of knowledge which is strategically important to the company in being a corporate asset

• identifying and managing talent at the organization • identifying competence deficits and cutting ineffective training and development

costs • maintaining fruitful dialogue and partnership with education institutions • effective engineering and labour distribution at the enterprise • effective HRM policies • aligning the remuneration and bonus systems with employees’ performance and

competence levels • decreasing costs for ineffective recruitment • cutting the adaptation period of new employees • boosting employees’ motivation, commitment and satisfaction

Effects for employees and job seekers MyCompetence functionalities offer the individual users to: • acquire a clear idea and measurable standards for the competencies and behavious

needed to be successful in one’s job • become informed about the knowledge, skills and competencies one needs to

possess in order to be competent and effective in the chosen professional role • assess and improve their competencies by actively using their access to online

training courses, tests and other resources available in MyCompetence • be competitive and sustainable on the labour market • manage their career in life The module EuropassCV in the system offers job seekers the opportunity to prepare different versions of CV and include arguments about their qualities by considering the professional standards and employers’ specific requirements. Moreover, MyCompetence provides information and tools which facilitate the transition from education to employment. Effects for students The system is very useful to high school and university students by giving them opportunity to: • make a well-informed choice of suitable major and university • become familiar with labour market requirements to knowledge and skills which are

needed for certain occupations and positions • undergo an online assessment of learning outcomes • carry out a self-assessment for the aptitude to a given position • take up online training courses and enhance the acquired knowledge and skills

Effects for public institutions MyCompetence is an information system which offers unique information about the specific character of human resources development in 20 economic sectors in Bulgaria. It is valuable resource for the public institutions which assists them in: • defining, updating and changing policies in the field of employment, education and

social work

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• analyzing and forecasting labour market demands (at national, sector and regional levels) for new skills and qualifications

• specifying and better directing public investments related to improvement of professional qualification

• boosting Labour Offices effectives in mediating between the unemployed and the business

MyCompetence unites labour market demands (professional standards for exercising

specific positions and professions) with the education, career and employment prospects. It

offers systemized and classified information about the nature and scope, main tasks and

requirements for specific job positions which are crucial for the economic sectors. This

facilitates not only better career orientation but also the possibility for changing one’s

qualification, professional improvement, acquisition and development of competencies

which are topical and demanded on the labour market. The system offers the employed

possibilities to identify deficits in their knowledge and skills and to choose various ways and

specific pathways for self-improvement and development.

The results of the sector analyses and surveys which were carried out during the project

offer relevant basic information for forecasting and targeting employment encouragement

policies. MyCompetence grants access to instruments which can boost effectiveness of

institutions and mediators operating on the labour market such as Labour Offices, career

guidance centers, recruitment agencies, and temporary work agencies.

The professional standards (competency models) available in MyCompetence are a suitable

onset for relating State Education Requirements to the vocational education curricula and

syllabi. This is an international practice which had not been applied in Bulgaria prior to the

project launch for lack of approved professional standards.

The online training courses and tests for self-assessment and assessment of competencies

available in MyCompetence may be used directly in the teaching process at vocational

schools and centers for vocational education and training, universities and in the process of

knowledge and competencies validation which will ultimately lead to improvement in

education quality and interactivity.

The separate modules and functionalities of the system offer the possibility to apply in

practice a competence-based approach in the different human resources management

systems.

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PROJECT DEVELOPMENT PROSPECTS

The results of the national project “Development and implementation of a workforce

competence assessment system by sectors and regions”, the impact exerted on targeted

groups, labour market state and the good interaction with institutions definitely call for

further development of the project.

Directions in which activities will be carried on and upgraded: • implementing competence-based training in human resource management • enhancing the system potential and expanding the scope of users in line with the

dynamics of the target groups’ demands • broadening project infrastructure (network) by including new sectors from the

industry, services, public administration, insurance line, financial sector, education, healthcare (paramedics), social entrepreneurships etc.

• forecasting labour markets needs of qualifications, skills and competencies and encouraging employment

• preparing proposals for regulation amendments and boosting effectiveness of employment and skills policies

• improving vocational and academic education quality in line with labour market demands

• harmonizing higher education with labour market demands • integrating MyCompetence in the future e-government • identifying and validating knowledge, skills and competencies acquired in informal

and non-formal education New directions for development • developing entrepreneurship skills and attitude • developing models for retention and transfer of knowledge in industry • boosting public administration capacity • approbation of models and systems for forecasting regional labour markets needs of

workforce and qualifications • developing and validating sector qualification frameworks • enhancing the capacity of those employed in vocational education and training (VET) • implementing dual training in VET • career orientation and guidance targeted to cut migration • fostering lifelong learning • developing a system for outside assessment of VET quality • developing competency profiles of majors, implementing and integrating

competencies (learning outcomes) in the design and refreshment of university curricula and syllabi

• developing and implementing tools for outside assessment of learning outcomes acquired at universities

• developing and validating business–education partnership models aiming at knowledge, skills and competencies transfer

New functionalities and services for MyCompetence users • designing and implementing a mobile version of MyCompetence • module Design, Analysis and Job Assessment at the Enterprise

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• platform for developing a general company competency model • module for assessing personnel’s need of training • module for rating and assessing the effectiveness of a personnel’s training • platform for registering and administrating company announcements for

procurements for training providers • platform for registering and administrating training announcements • module for developing EuropassСV • е-passport of skills and competencies acquired • е-module Career Guidance • module for developing State Education Requirements for occupations and specialties

in the vocational education and training and continuing education • module for developing competency profiles of academic majors • module Environment and Tools for Competence-Based Learning in Higher Education • module Competency Profiles of Occupations • portal for learning and training abroad • е-catalog of tools, case studies and good practices assisting the competence

assessment processes • module Environment and Tools Assisting the Career Counselors • portal for sharing ideas and innovative solutions from business practice

Bulgarian Industrial Association

Sofia, June 2015