Mutual Learning on Skills for the ICT Labour Market for People with Disabilities
Country Mapping - Lithuania Mapping cooperation mechanisms in Lithuania between employers and vocational education and training providers in the ICT sector
Edita Šatiene, Daiva Juozapavičienė, Rasa Noreikyte-Ustinaviciene, Natalja Markovskaja
Vilnius, Lithuania, 2014
This publication is supported by the 1 European Union Programme for Employment and Social Solidarity – PROGRESS (2007-2013). The information contained in this publication does not necessarily reflect the position or opinion of the European Commission.
Table of contents I. Mapping practices at national level .................................................................... 3 1. Contextual information ......................................................................................... 3 2. VET services provided by Valakupiai Rehbailitaiton centre ................................... 8 3. The ICT labour market.......................................................................................... 10 4. Description of existing cooperation mechanisms and structures ......................... 12 5. Results ................................................................................................................ 22 6. Gaps, barriers and suggestions for improvements .............................................. 23 7. Conclusions and lessons learned ........................................................................ 24 II. Case studies: selection of good practices ....................................................... 25 Case study 1: The catalogue of workplace requirements ........................................ 25 Case study 2: Research on the situation of people with disabilities in the labour market and attitude of employers ............................................................................ 27 Valakupiai Rehabilitation Centre, Director Edita Satiene .......................................... 28 Website: www.reabilitacija.lt .................................................................................... 25 Case study 3: Sectoral Practical Training Centres ................................................... 28 Case study 4: Job search and placement support ................................................... 30 List of interviewed stakeholders: .............................................................................. 32
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I. Mapping practices at national level 1. Contextual information 
Definitions
People with disabilities In Lithuania a person with disabilities is an individual with less than 55% working capacity and/or with special needs requirements, as recognized under the Law of Social Integration of People with Disabilities. Working capacity is the individual's capacity to implement a previously acquired professional competence, acquire new professional competences or perform less demanding tasks in terms of professional competence. The total number of people with disabilities who were receiving disability pensions or allowances for their lost capacity for work in 2012 was 260,121. This totals about 8,7 % of the whole population according to 2012 data. Employers in the ICT sector Based on provisional data from the Statistics Department of Lithuania, there were 2,185 ICT enterprises in 2012 in Lithuania. In the same year, the number of persons employed in ICT enterprises amounted to 24,457. Compared to 2011, this figure increased by 6% and made up 2.9% of the total number of persons employed (in 2011, 2.8%).
In 2011, according to final data from the Statistics Department of Lithuania, micro enterprises with a staff up to 9 employees made up the largest percentage in the ICT sector (84.3% of all ICT enterprises). They employed 22.2% of all employees in this 3
sector, accounted for 15 % of the sector's turnover and generated 8% of the sector’s value added. Medium and large enterprises with 50 and more employees made only up 3.8% of all ICT enterprises. They employed 55.1% of all employees in this sector, accounted for 66.5% of the sector's turnover and generated 77% of the sector’s value-added tax.
Vocational Education and Training in the ICT sector According to data from 2013, more than 22,000 IT professionals were employed in the market with an additional 6,200 studying IT curriculum in 21 higher education institution across the country. There are around 70 vocational training schools for youngsters and 20 training centres for adults. Most of these training schools and centres have different ICT-related training programmes. In Lithuania there are informal or formal training programmes specifically for people with disabilities available in 10 out of 13 vocational rehabilitation centres. The most popular training programmes are for ICT basics, website developers, computer technicians, computer graphics (CorelDraw), computer operators, ad internet developers, etc. ICT sector The ICT sector in Lithuania covers more IT jobs as well as assistive technologies and telecommunications-related jobs, or audio-visual equipment jobs. Examples include web designers, web administrators, IT technicians, information management technicians, programmers, network administrators, software developers, etc. Lithuania has the largest ICT industry in the Baltic States with a potential for local and foreign expanding businesses. IT services has been among the fastest growing industries in Lithuania during the past few years. Exports of these services grew three times faster than all other services in 2012. While the number of persons employed in IT services was 6,800 in 2006, it had almost doubled to 12,000 by 2011. Such a substantial increase was mainly the result of growing foreign investments in the Lithuanian IT sector. 4
Although the Lithuanian ICT sector accounts for 1.6% of the country’s total employment, with industry-created value-added tax the figure reaches 2.5%. Lithuania is now widely recognised as the region’s emerging force for innovative cloud computing solutions, engineering and medical software development, banking and business ICT infrastructure. Major companies global companies - Barclays, Danske Bank, IBM, CSC, Atea, SEB, Callcredit Information Group, Storebrand – have developed their shared service centres in Lithuania for global ICT services and outsourcing functions.
Main policies and legislation in place
In Lithuania, the law on Social Integration of Persons with Disabilities1 is the main regulative framework2 in line with the UN Convention on the Rights of Persons with Disabilities. This law envisaged the introduction of a new assessment system of disability and working capacity level. By assessing working capacity instead of conducting an invalidity assessment test – as was previously done - more possibilities are created to assess an individual's capacity to work in a more objective way, receive medical and vocational rehabilitation services and benefits. And by using different criteria to assess the disability level of individuals under 18, more favourable conditions for families that are bringing up and nursing children with severe and moderate disabilities are possible. The law regulates an important link of the system of social integration of persons with disabilities – vocational rehabilitation. This is defined as a restoration of a person’s capacity to work, professional competence, and capacity to participate in the labour market or increase it through educational, social, or psychological rehabilitation, and other means. The National Programme for Social Integration of People with Disabilities for 200220123 and the National Programme for Social Integration of People with Disabilities for 2013-20194 are the main documents implementing provisions of the Convention in the last two decades. The National Programme aims at creating a harmonious environment and conditions for the development of effective social integration processes in Lithuania. The National Programme covers many areas of public life:
1 Republic of Lithuania Law on Social Integration of Persons with Disabilities (Official Gazette, 1991, No. 36-969; 2004, No. 83-2983). 2 See also Initial Report of the Republic of Lithuania on the implementation of the United Nations Convention on the Rights of Persons with disabilities. 3 The National Programme for Social Integration of People with Disabilities for 2002-2012 (Official Gazette, 2002, No 57-2335, 2002; No 29-1345, 2010). 4 The National Programme for Social Integration of People with Disabilities for 2013-2019 (Official Gazette, 2012, Nr. 137-7021)
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social security, public education, health care, access to physical environment, transport and information, employment, culture, sport, recreation, etc. In Lithuania, two main laws have been implemented in order to integrate the most vulnerable groups (including persons with disabilities) into the labour market: the Law on Support to Employment5 and the Law on Social Enterprises6. Active labour market policy measures are defined by the law on Support for Employment and consists of vocational training, support for job creation (subsidies for job creation, implementation of local employment initiatives, support for self-employment), territorial mobility of the unemployed, and supported employment (which includes subsidized employment, support for the acquisition of vocational skills, public works, and job rotation). The law on Support for Employment also stresses that disabled people, long-term unemployed, youth, older workers, as well as some other groups are considered to be additionally supported in the labour market. Social enterprises together with the active labour market policies are the main mechanisms of integration of the most vulnerable groups into the labour market. The law on Social Enterprises provides the definition of social enterprise for the disabled, where the share of the disabled target group consists of at least 50% of the annual average number of employees, with special attention on support for severely disabled people. 
The ICT labour market in Lithuania
Lithuania has the largest ICT industry in the Baltic States. It is well known for its efforts to attract foreign investors in Lithuanian ICT infrastructure, as well as for its quality and high level of development. It is expected that by 2015, IT products, laser technologies, biotechnologies, nanotechnologies and materials science will constitute 25% of Lithuania’s GDP and 80% of its national export. There are more than 38,000 employees in ICT and telecommunications (source: ICT sector in Lithuania, pdf). Even so, there remains a demand for more high level professionals and tertiary level of education. The Lithuanian ICT market features very strong competition among ICT companies to attract employees. Key production and services branches7: - Mobile and wireless solutions - Consultancy and call centres - Software development solutions - Infrastructure solutions - Business management products 5 Republic of Lithuania Law on Support for Employment (Official Gazette, 2006, No. 73-2762; 2007, No. 59-2278); 6 Law on Social Enterprises. Official Gazette, 2004, No. 96-3519. 7 Source: http://www.enterpriselithuania.com/en/sectors/ict/
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CD, DVD, MC and Blu-ray disc production
National Initiatives The National Digital Coalition was launched in November 2013, aiming to improve the digital skills of Lithuanians and encourage young or unemployed persons to choose IT studies. For the purposes of this initiative a memorandum of cooperation was signed among the alliance Window to the Future “Langas į ateitį”, the Ministries of Transport and Communications, Education and Science, Social Security and Labour, Kaunas University of Technology, Infobalt – the association of ICT employers – and other organizations. It is expected that the coalition will also boost positive changes in improving the cooperation between employers and VET providers. The aim of the Coalition is threefold: - To provide the country's population with ICT user skills and to foster lifelong learning, i.e. the continuous updating and improvement of ICT skills, making best use of all parts of the education system (primary, secondary, tertiary and non-formal education); - To support employability of young Lithuanians by improving their digital skills according to the needs of the labour market, and to encourage them to choose STEM / ICT professions; - To foster public awareness about the importance of digital literacy and ICT skills.
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Employment of people with disabilities in the ICT sector
In 2013 in Lithuania there were 170 000 people with disabilities of working age in total, only 28% of whom were in employment (Employment Programme 2014-2020). This shows a very low level of employment of people with disabilities in comparison with the rest of population. Unfortunately, there are no statistical data available on how many persons with disabilities work in the ICT sector specifically.
2. VET services provided by Valakupiai Rehabilitation Centre At Valakupiai Rehabilitation Centre, a vocational rehabilitation programme is available for persons who have a certified 0-55% of working capacities. The programme consists of 4 sequentially running stages: assessment of vocational skills, vocational guidance and counselling, restoration of current vocational skills or vocational training to acquire new vocational skills and assistance in job searching. For example, the training programme for ICT basics in Valakupiai Rehabilitation Centre lasts 70 working days, and the programme for computer technicians lasts 135 working days. Persons in Valakupiai Rehabilitation Centre may choose from 28 vocational training programmes, including ICT-related training. An ICT basics module is included in all training programmes. ICT-related training programmes are: Website developer; ICT basics; Ad developer on the internet; Web administrator; Ad layout developer; Computer technician. After the training programme, the successful participant receives a certificate of nonformal learning. All training programmes available at VRC are validated and supported by representatives of employers. Every trainee in Valakupiai Rehabilitation Centre receives support in job searching. These services aim to provide professional job search support and assistance in working place services for people with disabilities who are seeking their successful integration into the labour market and society. It includes personal counselling on the labour market situation, development of job-search skills, workplace search services 8
and counselling on workplace adjustments. These services are provided to the persons with disabilities or to potential employers. Services are provided individually according to need. By delivering these services, VRC expects the supported persons to gain employment in the open labour market, in a social enterprise or to become selfemployed.
The employment rate of trainees in Valakupiai Rehabilitation Centre, 2008-2013 The information on clients’ progress and job placement indicators is collected by systematically submitting reports to funders. The information on employers is collected in order to evaluate job placement opportunities and job retention after placement. VRC has established a database for employers and clients which combines the data on job placement and monitoring of the client’s situation after being placed in a job. VRC's website is updated on a regular basis, including publishing news and updating/revising information for people with disabilities and employers whenever amendments are made to relevant laws. VRC works in close cooperation with companies and strives for successful experience in job placement for clients who completed a vocational rehabilitation programme in VRC. VRC regularly searches for new contacts with employers and develops relations with employers’ organisations. In order to ensure comprehensive vocational preparation of clients, VRC in 2011 developed links with enterprises and 9
organisations which arrange traineeships for rehabilitation clients, e.g.: The Union of People with Disabilities, The Leader Academy, the Business Development Centre of the Disabled, JSC Verslo bitė, JSC Majoris ir partneriai, JSC Kadoro konsultacijos etc.
3. The ICT labour market ICT skills expected by employers in the future: It was difficult to find out what ICT-technical skills are expected by employers in 5 years, as employers are mostly focused on skills they need at the present time. The most wanted professions and ICT skills are: - Software developers and software testers (Dzegunskas, Barclays); - Programming (because it’s one of the most comment occupations in the IT sector; about 34 % of all occupations in IT sectors are termed “Programmer”); - IT waste management; - Marketing in the internet („Google Adwords“, „Google Analytics“, Search Engine Optimization); - Project management skills needed „Scrum“, „Agile“ or PMBOK („Project Management Body of Knowledge“); - Game and mobile applications development. In an assessment of need for ICT specialists in the period 2010-2016, a first priority need will be for programmers and computer systems analysts and project workers, to some extend for ICT project managers, electronics and communication engineers, electronics and communication hardware technicians, and ICT teachers or other broad-skilled IT specialists.8 The director of Vilnius University Centre of Information Technology Development Marijus Jurgutis indicated that the Lithuanian ICT market is developing, and has positioned itself in the world market as a highly competent software development market with high qualified professionals. Current pitfalls in ICT skills: One employer revealed that employees often have poor skills in using smart phones in their work. Moreover, ICT professionals' high level job-specific skills (the design and development of advanced services) are lacking. It should also be noted that the demand for specialist skills evolves quickly – and the risk of skills' obsolescence is high. Continuous professional up-skilling and development are essential.
8 IRT specialistų pasiūlos ir paklausos ir poreikio Lietuvoje 2011 – 2020 metais tyrimo ataskaita, Asociacija Infobalt, Vilnius, 2010
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Personal skills expected by employers in the future: The interviews with employers and analysis of desk research revealed that personal skills needed in 5 years will be: - Good communication skills; - Team work; - Creativity; - Ability to defend own ideas. Current pitfalls in transversal skills: Soft skills such as management, customer oriented skills, and communication skills have been mentioned as pitfalls in the framework of this study. International companies reported in particular that the mastery of a relevant foreign language (English or other) skills is problematic in Lithuania.
Barriers to the employment of people with disabilities: The main barriers are the following: - Negative prejudice, which normally results from shortage of knowledge about this target group. - A not properly adapted physical environment which limits the possibilities of people with disabilities to take part in educational, employment, cultural and leisure activities. This obstacle is present in many private companies in the open labour market. - Lack of accessibility of housing and public transportation. As the ICT sector is ideal for distant work this concern is less relevant to employment and training in the ICT sector, but this still remains a major barrier for inclusion. - The most dynamic sections of the ICT labour market require high level and job-specific skills and specialists. However, many people with disabilities have a qualification level which is lower. - The ICT sector presents very strong competition between ICT professionals. - A rather high level of unemployment encourages people to seek to be recognised as disabled, while a state social insurance pension for incapacity to work ensures a minimal but stable means of subsistence. Often the social benefits received by a disabled person are higher than the minimal monthly salary. In particular during the interviews, employers pointed out these barriers: 1. Gap between their staff vacancy profiles and the qualification of persons with disabilities. 2. Many employers are not promoting their diversity policy in advertising their staff vacancies to increase the potential response/respond rate of people with disabilities who have an IT qualification. 11
3. VET providers are not connecting with the opportunities in the IT sector. It could be that they are not marketing their qualified trainees with IT qualifications or competencies in the IT market, or that the trainees who are qualified as IT professionals are not responding to the vacancies advertised by the IT sector. 4. Barclays Technology Centre (Barclays TC) suggested that VET providers for people with disabilities should empower their trainees to be more proactive in the labour market. 5. Current VET training programmes do not always reflect the current IT sector requirements, according to the representative from Barclays. Most of the time they are struggling to find specialists such as database administrators, database programmers and others. For them, theoretical and practical knowledge is more important than educational level. According to research made by the association of IT companies “Infobalt”, almost all the companies declare that the knowledge they require and seek is not provided by any educational institution in the country. The need for these qualifications is most of the time filled by referring new employees to specialized courses, noted the association’s “Infobalt” representative, who was referring to a “Survey report on IT specialists demand-offer and need in Lithuania 2011-2020”. 6. Higher education is preparing theorists and broad specialists, while the labour market requires such focused specific IT specialists as database administrators, mobile applications developers, WIFI connection engineers and developers. Giedre Martinaitiene, the coordinator of vocational rehabilitation in Siauliai labour market training centre, a VET organisation providing training and employment opportunities for marginalised groups, unemployed people and people who need upskilling, also highlighted that the IT labour market is very competitive and a fast developing market, which requires a lot of investment. PC programmes, software and hardware are all expensive, and staff responsible for training get higher salaries than trainers of other training programmes. As a result people with severe disabilities and VET providers for people with disabilities loose in the open market competition.
4. Description of existing cooperation mechanisms and structures The most common mechanisms of cooperation in Lithuania can be classified according to the following groups: - Development of VET curricula and anticipation of skills needs - Training delivery - Transition to employment or self-employment 12
Cooperation mechanisms between VET and ICT employers to develop VET curricula and anticipation of skills needs
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Employers participation in VET management boards National consultative groups on skills need / to develop curricula & qualifications / to define occupational standards Sectoral Practical Training Centres Research on labour market needs and skills needed
Employers participation in vet management boards The interviews, focus group and desk research revealed the following elements regarding partnerships in the management and funding of educational institutions in Lithuania. Partnerships between the IT labour market and the education community are built into the management structure of the vocational schools and colleges. In fact, the boards that manage the vocational schools, like the college councils that manage the colleges, are composed mostly of people representing businesses and employer groups, as well as representatives of the IT sector, most often one of the biggest companies in the country. This means that representatives of companies make the strategic decisions on vocational schools activities, be it the development of new vocational training programmes or, for example, the renewing of training equipment. Employers participation in development of curricula & qualifications In Lithuania since 2000, VET programmes have been developed by providers in cooperation with representatives of employers. When developing programmes, providers follow VET standards and general requirements approved by the Minister for Education and Science. A programme may include additional competences to satisfy local needs. VET programme development is also informed by research on skilled labour force needs at local level. A newly-drafted VET programme is subject to approval by a competent employer organisation (such as a chamber of commerce, industry and crafts). The representative of Vilnius University of Applied Sciences Eugenijus Valavicius presented the result of informal cooperation with employers. Vilnius University of Applied Sciences has a long term partnership with IT and business companies, such as the well-known UAB „Rivile“, UAB „Stekas“, UAB „Labbis“, UAB „Informacines konsultacijos“, UAB NEW VISION BALTIJA with regards to the development of training curricula, identification of needs of ICT employers and other activities. Mr Valavicius offered the following example. One issue identified through dialogue between the University and companies was the lack of bridges and understanding 13
between IT specialists and business developers. IT specialists did not understand business processes or project management requirements. The business managers, in turn, did not understand the language of IT specialists. There was a growing need for IT staff to understand the basics of business processes, and this lack of knowledge was an obstacle to programming IT databases for process management purposes. Therefore, the Vilnius University of Applied Sciences took the initiative to create a new curriculum in partnership with the business innovative VET programme - Information Systems Implementation and Support. The study programme aims at the preparation of highly skilled specialists for enterprise accounting, relations with customers and implementation and maintenance of Information Systems, in order to bridge the initial gap. Another result of cooperation with employers in the University of Applied Sciences is the Business simulation. This was set up upon the suggestion of employers to replicate the roles, tasks and work requirements of a real life company. A potential area for development is upskilling of the IT trainers in VET providers to meet the requirements of the constantly changing IT sector. For example, Siauliai labour market training centre cooperates with employers to upskill their existing staff to meet the market demands. Sectoral practical training centres The representative from the Qualifications and Vocational Education and Training Development Centre of Lithuania underlined that Lithuania is moving from a system of VET standards for one qualification, to sectoral qualification standards covering the main sectoral qualifications at 8 levels of the national qualification system. Newly established sectoral practical training centres (SPTC) will act as cooperation platforms for VET, HE, business and employers' organisations representatives to ensure that the qualification system will deliver the skills and qualifications needed at national level. The core aim of the project is to establish 42 innovative SPTC by 2014. Two have already been opened in wood technologies and the furniture production sector. SPTCs are being established according to the National Practical VET Resources Development Programme (2008) on the basis of Sectoral Practical Training Centres Concept (2007) and Development Programme (2008). The main aim of the SPTC is to ensure that trainees, using the latest technologies and equipment, gain practical skills which match the needs of the labour market. These centres will be open to students from VET, higher education institutions, employees from sector enterprises, vocational teachers and others. The centres will concentrate on the newest technologies in specific sectors. When creating SPTCs, investments focus on the operating schools which will be obliged to implement quality related changes: to implement modular training programmes, to increase 14
continuing vocational training services, to regularly update trainers and education managers qualification, to implement quality management system, etc. The opening of an IT sectoral centre is planned. National consultative groups on skills need / to develop curricula & qualifications / to define occupational standards The Ministry of Education and Science is responsible for shaping and implementing VET policy. The Ministry of Economy participates in human resources development and VET policy, and organises research on future skill needs. Advisory institutions play an important role in designing and implementing VET policy as well as the qualifications system. The most important players in this process are the VET council and the central professional committee with the sectoral professional committees. Social partners have the right to initiate new qualifications, standards and VET programmes. Since 2003, assessment has been detached from the training process. From 2012 onwards, competence assessment has been carried out by accredited institutions. Social partners, enterprises and employers’ associations may apply for accreditation. Employer representatives participate in devising and assessing VET programmes according to the labour market needs and in organising training. They may also participate in management of VET institutions and become shareholders. Currently, social partners, enterprises and municipal authorities participate directly in managing one quarter of all VET providers, namely those that have a self-governing institution status. Since 2002, the VET curricula in Lithuania have been competence-based, with clearly-defined learning outcomes. The content of VET qualifications is defined in VET standards that are foreseen to be replaced by sectoral qualifications standards in the near future. These standards describe the most important qualifications in specific sectors of the economy, at different Lithuanian Qualifications Framework levels. Numerous social partners are participating in this process: policy makers, employers, scientists, etc. Research on labour market needs and skills needed Valakupiai Rehabilitation Centre (VRC) acts as a methodological centre for vocational rehabilitation in Lithuania. It conducts research focused on the situation of people with disabilities in the labour market, employers’ opinions and needs concerning staff with disabilities, etc. VRC asks employers how many staff with disabilities they already employ or plan to employ, what is their opinion about staff with disability, how they evaluate their skills, what are the future needs of employers relating staff with disabilities. 15
Cooperation mechanisms between VET and ICT during the training onthe-job training forms
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Employers in VET examination jury Internships Simulation of interviews by employers with VET students Shared delivery of VET Mutual visits VET staff/students – companies
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Among the models looking at supporting people to enter, or re-enter, work, there appear to be several major conceptual approaches. Firstly there are more traditional models of employment support that focus on rehabilitation and preparation for the workplace, often in a sheltered environment, prior to people looking for paid jobs in the open labour market. These approaches are often described as "train and place" models. Siauliai labour market training centre, as an interested VET provider, has classified these approaches and has identified key categories in supporting employment for unemployed people and/or people with disabilities: 1. Practice targeting job retention/career advancement (cooperation with employers to upskill their existing staff to meet the market demands for new qualifications, including vocational rehabilitation to maintain or improve work ability - stay at work for people with disabilities). 2. Practice that provides training in a mainstream workplace setting (but not necessarily the one the person will go on to work in). 3. Practice of vocational rehabilitation - change of occupation (return to work, enter work), which includes need assessment, vocational guidance, rehabilitation, work internships, job coaching, VET courses. 4. Practice that provides training/job preparation in a sheltered and/or unpaid environment, as a route into open employment. In contrast to this approach, there is a second group of models that advocate starting with finding and getting the paid job itself, and then providing training and support models in the setting of a mainstream workplace (but not necessarily the one the person will go on to work in). This is called the "place and train" model: 1. “Voucher” practice that begins with finding a particular paid role (in a company), then providing support to perform that role or stay in it (VET for unemployed); 2. Practice of support “on the job” after training and being employed, to aim towards long lasting employment. The third approach is the practical (real-world) study approach in Business Practice Firm (BPF). BPF „Reda“ trades female and male wares. It is a company that imitates activities of real companies and the processes which take place in a real company. Four typical departments are present: personnel, purchase, sales and marketing, 16
finance and accountancy. In BPF „Reda“ almost everything is real: finance, documents, agreements and tax tariffs, and the work is carried out under the legal acts of the Republic of Lithuania and taking into consideration real currency exchange rates. The only difference is that there are no real goods (they are present only in documents) and money is not real (only in record statements of a replica bank, in BPF bookkeeping registers and other documents). During work in the practical learning company, students try to independently solve the problems which arise, implement their own ideas and plans, obtain some practice of work in a business company, and master economic phenomena. BPF is used in Vilnius University of Applied Sciences. Shared delivery of vet vocational staff From the experience of VRC and other VET providers for people with disabilities, an informal practice exists whereby VET providers tend to recruit those training staff who have gained pedagogical background, as well as experience of practical work in the private sector, or staff that combine part time work in the private sector and in a VET provider. More and more often, ICT departments in VET providers employ staff members from companies to prepare students to complete their vocational courses and gain employment. Students are concurrently enrolled in the training course and the teachers of these courses work in parallel in business, jointly planning their up-todate courses and giving adequate information on today’s labour market tendencies. Drawing on theoretical concepts from ‘academic literacies’ studies, they also provide a practical perspective. The respondents from the business and academic worlds underlined the use of this practice as “it works best”. At the same time, teachers can see the students, their capacity, potential, technical and personal abilities early in the education process, so they can easy detect the best and choose to invite those most talented to work for their companies. This cooperation mechanism helps for better preparation of students for a changing world of work, and gives the companies the opportunities to collect the best “know-how”. Internships A very common mechanism in all sectors including ICT is the internship. For example, Lina Semete from Barclays TC is cooperating with IT colleges and universities to provide internship opportunities for students. Barclays TC underlined that both the current hardware and software that the VET students are trained in reflect the business reality.
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VET providers need to upgrade their services in order to meet the specific requirements, for example by collaborating with IT companies to share the IT equipment to upskill their students. While VET in Lithuania is school-based, practical training and training in enterprises do constitute a major part of training. In VET, practical training comprises 60% to 70% of the total time allocated to vocational subjects, of which 8 to 15 weeks are organised in a company or a school-based workshop simulating working conditions. Employers in vet examination jury The interviews, focus group and desk research also revealed that it is very common in Lithuania for employers to participate in the examination jury which evaluates trainees' skills. The purpose of the jury examination is to provide a forum for the student to demonstrate the technical and personal growth they have achieved during the studies, and to serve as the final examination of the study. Cooperation for transition to work / placement in a job or own business development -
Database of job vacancies and jobseekers Job search and placement support for people with disabilities Supported Employment START-UPS Dissemination of examples of successful employment of people with disabilities
DATABASE OF JOB VACANCIES AND JOBSEEKERS The main formal and informal cooperation form which exists between labour market and unemployed, part of whom are people with disabilities, is the Labour Exchange Office (ELO). The LEO has two clients – employer and jobseeker. The LEO offers support for jobseekers who want to find a job more quickly, giving them the opportunity to acquire the necessary skills to compete and succeed in the labour market, and help employers to find a qualified labour force. They offer one of Lithuania's largest database of job vacancies and jobseekers. This is updated constantly. A website provides a single online job search and supply system, and these services are free of charge. The Lithuanian Labour Exchange provides a comprehensive range of services: 
Services for jobseekers - Information and counselling, Employment mediation, Individual action plans, Subsidised employment, Support for the
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acquisition of professional skills, Job rotation, Public works, Support for selfemployment, Support for territorial mobility, E. Services, Profiling services Vocational training - Non-formal education, Formal education, Vocational training providers Vocational rehabilitation EU migrants’ social security Integration of people with disabilities E. Services (e-job search database) Services for employers – Information, Employment intermediation, Vocational training, Subsidised employment, Support for the acquisition of professional skills, Public works, Job rotation, Subsidies for job creation, Support for selfemployment Local initiatives for employment Social enterprises.
Job search and placement support for people with disabilities Job search and placement support is an individualised practice that helps people with disabilities identify, prepare, acquire and keep part-time or full-time jobs of their choice in the open labour market using the support of a personal job coach. It is a part of vocational rehabilitation services. Employment planning provides a guided, step-by-step approach to assessment, identifying an employment goal, and then developing and implementing a plan to reach the goal. Employment managers who know the local resources and labour market, and who understand disabilities and assessment processes, deliver these planning services. Job search and placement support is an integral part of the whole process of vocational rehabilitation and starts with a needs assessment and recommendation for the most promising occupation and rehabilitation of needed skills. It emphasizes the clients’ individual choice as well as individualized follow-up services after being employed, among other components that are described below. The goal of job search and placement support is to provide employment support services for people with disabilities, to empower them in their job search, to successfully support their integration in the labour market and social life. These services are provided in a multidisciplinary way. The team is made of psychologists, employment managers/job coaches, and case managers. The job coach can have the qualification of an occupational therapist, physiotherapist or other function, depending on the client’s individual needs.
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Job search and placement support is conducted by several sub-services, which can be chosen depending on the individual needs of the client: 1. Assessment of individual employment opportunities; 2. Job search and placement preparation training Job search skills development; Preparation for job interviews; Job search support; 3. Employment mediation; 4. Continuous mediation; 5. Assessment of workplace requirements and accommodation; 6. Consultancy of employers; 7. On-the-job support. The aim of on-the-job support is to provide professional assistance in working place services for people with disabilities so that they can achieve successful and longterm integration into the labour market. It includes personal counselling on social skills, adaptation to the new work environment, enhancement of motivation to work, mediation between employee and employer to help solve disputes around labour relations or conditions, and other assistance. While many persons can participate in the workplace with no additional support or modifications, some may require special adjustments in the workplace. This can lead to workplace barriers and influence their employment prospects. Employers and persons with disabilities will be supported to ensure that workplace adjustments are provided when the need is reasonable and the accommodation is feasible. Involving the employee in the process is a key element to the success of this approach. Accommodations can include: -
Assistive technologies Adapted furniture Office modifications Low-tech devices Customized software
Persons wishing to explore self-employment have the opportunity to do so. Most entrepreneurs find that their new ventures require careful research, sound planning, determination and energy. Individuals will be referred to organizations that will help eligible clients explore self-employment as a viable employment option. The duration of the programme is set by the national legislation and can last up to 5 working days with an additional 48 hours for on-the-job support. 20
Supported employment Supported employment is an employment model used widely in various EU countries for integration of disadvantaged groups, including people with disabilities, in the open labour market. The core of this model is a specially trained specialist – an employment mediator - who supports the clients in his/her job search. This includes deciding on the desired field of work, finding the right job, support with interview preparation, advice to employers on the employment of people with disabilities, help arranging all the necessary employment documents and representing the interests of the person in the negotiations related to the workplace. Upon employment, the mediator monitors the person in their employment and helps to solve any ongoing problems. This mechanism is used by the Deaf and Hard of Hearing Employment Service, an organized recruitment activity for the people with hearing impairments, covering all stages of the process. The employment mediators operate in accordance with the procedures and the use of active employment measures. The employment services consist of: -
assessment of the needs of people who are deaf or hard of hearing job searching negotiations with the employer informing employer about specificities of employment employment documents management monitoring at the workplace co-operation with employers.
The principal activities of the Employment service for the deaf (or people with other disabilities) are carried out by specially trained employment mediators, who represents the interests of the jobseeker. An average of one agent at a time working with more than 10 clients is not recommended, for it is impossible to ensure the quality of service provision with more clients. Constant co-operation with employers creates a situation in which employers' needs are met and employee needs are most of the time satisfied. For example, a company requires 4 technicians. In this case, the mediator advertises this to other colleagues and members of the target group. In case a client is interested and suitable for this job, the mediator accompanies him/her through the interview process and consults with the employer on working conditions, etc. The mediators ensure a constant cooperation with the company. Their activities are coordinated and supervised by a senior mediator, who is responsible for the overall employment activities.
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Barclays TC indicated that it would be important for the employment team to be more systematic in building the relationships and regularly make contact with a company when designing and supporting the transition of trainees from the training sector to the employment ICT sector. Start-ups Cooperation also exists in Lithuania between VET providers and employers in the area of self-employment or own-business establishment. A number of positive developments in the start-up culture are emerging, and various programmes for start-ups are being launched to help new entrepreneurs, especially in the ICT field. Several successful events and projects for digital entrepreneurship have been implemented or are still going on in cooperation with education, government and representatives of private companies. Examples include: Infobalt implemented the project “Learning to develop High Technology Business (MOKAT)�, Enterprise Lithuania’ initiatives which are specifically targeting digital entrepreneurs, such as "Startup Monthly Vilnius", "Startup Lithuania", "Startup Nitro" vouchers, the "Startup Highway" accelerator, and others. Dissemination of examples of successful employment of people with disabilities Valakupiai Rehabilitation Centre (VRC) and Siauliai Labour Market Training Centre invest much effort in the dissemination of good practice examples related to the employment of people with disabilities and the benefits that employers gain by employing them. VRC and SDRMC cooperate with the employers in identifying, describing and disseminating those good practice cases. VRC publishes a booklet, while SDRMC disseminates presentations via mails.
5. Results As the cooperation mechanisms are not well developed nor systematically applied, it is difficult to define tangible results achieved by the mechanisms, structures, strategies and tools. It seems that the results depend on individual initiatives of VET providers, or NGOs representing people with disabilities or employers. The research on cooperation mechanisms between ICT sector employers and vocational training providers in Lithuania reveals that the primary cooperation activities are internships in the companies, joint visits by VET staff and students in the companies, and job searching and placement support for people with disabilities. 22
In mainstream education, only a few persons with disabilities graduate annually. More ICT training possibilities are offered for people with disabilities in vocational rehabilitation centres, where they may achieve qualification in ICT-related jobs after a 6-8 months education and training period. The number of VET providers for people with disabilities in the ICT sector is very limited. There are up to 20-30 trainees with disabilities graduating from ICT programmes annually. There is no specific cooperation mechanism among VET providers of ICT sector and employers for trainees with disabilities. However, several successful cooperation schemes do exist either in VET for people with disabilities (not only for ICT training programmes) or in mainstream VET (where just a few trainees with disabilities study). Barclays TC Lithuania at the moment does not employ any member of staff with a disability. The profile of the jobs that are currently advertised in Barclays require a range of IT skills, from basics to specialised, as well as English plus a second European language. Barclays TC note that one of their key areas under development for future employment, notably for people with disabilities, is that of ‘helpdesk operator’. This role would be to respond to incoming calls, based on the company's protocol for interaction with customers. The company is willing to work in partnership with VRC or another VET provider to develop a training programme for this role. The specific job profile is currently not being addressed by the VET sector for people with disabilities in Lithuania. Additional support can or should be provided to Barclays TC to further develop/expand their diversity/equality and accessibility policy and procedures (e.g. workplace adaptation for people with sensorial problems).
6. Gaps, barriers and suggestions for improvements There is a gap between the jobs available at Barclays TC and people with disabilities searching for jobs or completing a VET training programme. It would be beneficial to have a link between the existing websites of service providers for people with disabilities or employment agencies and Barclays TC’s database for job vacancies.
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One of the main general suggestions is to ensure the continuous improvement of the image of vocational training. During 2013-2014, many improvements have been taking place in Lithuania. VET's openness and flexibility is a vital condition for Lithuania’s economic well-being and it was set up as one of the priorities of the Lithuanian Presidency of The Council of European Union in the area of education and VET. In order to achieve this, it is essential to bring together all the stakeholders in education and training, from policy makers to providers, learners, employers and social partners.
7. Conclusions and lessons learned
The number of VET providers for people with disabilities in the ICT sector is very limited. There are only up to 20-30 trainees with disabilities graduating from ICT programmes annually. There is no specific cooperation mechanism among VET providers for the ICT sector and employers for trainees with disabilities. But several successful cooperation schemes do exist, either in VET for people with disabilities (not only for ICT training programmes) or in mainstream VET (where just a few trainees with disabilities study). These should be explored further.
Communication and interaction between the IT sector employers and VET providers for people with disabilities should be strengthened and applied more widely, especially in the areas of development of training curricula according to employers' need, up-skilling of the trainers/teachers and shared delivery of VET. Cooperation between VET providers and employers is not properly recognised formally nor encouraged; it is not approved or promoted nationwide.
New initiatives are coming up that show promise, such as The National Digital Coalition, close cooperation among both the Ministry of Education and Science and employers, and among tertiary level education and VET providers concerning IT training programme development which meets to the needs of employers, and teacher training which will breach the gap between the demand and supply of ICT employees in Lithuania. Weak cooperation might be caused by the fact that the majority of IT companies are very small (up to 9 employees) and have little demand for new staff. Another reason might be the high supply of IT specialists with university degrees.
The interviews and focus group participants confirmed that cooperation should be more systematic, strengthened extended. It is important to emphasize that one of the main directions for improvement of cooperation should be to attract more people with disabilities to study in ICT-related jobs. 24
II. Case studies: selection of good practices Case study 1: The catalogue of workplace requirements Rationale VRC has prepared and uses in daily practice the catalogue of 60 workplace requirements. This description is designed with constant consultation with employers and vocational rehabilitation specialists. The selection of workplace profiles is made according to two compulsory requirements: the demand of the labour market for work profiles, and the suitability of the workplace for persons with disabilities. Objectives The catalogue aims to be a tool for vocational rehabilitation specialists who provide vocational skills assessment, vocational orientation, vocational training and job search support services for persons with disabilities. The catalogue is www.reabilitacija.lt.
constantly
updated
and
is
published
on
the
website
The catalogue provides:
clarity for job tasks and work processes
descriptions of psychosocial skills and physical capacities needed for the job
a structured skills set and qualification requirements per workplace
reference points with similar jobs.
According to data from 2013 the catalogue includes a description of 60 workplaces, including the following IT-related workplace requirements: website developer, ad developer, text editor, computer graphic design operator. It is planned that the catalogue will be expanded annually by adding more workplace requirements descriptions. Actors involved and roles: - Employers via interviewing and reviewing of workplace requirements -
VET provider(s) (vocational trainers, employment counsellors, social workers and psychologists, who have a competence to assess work place requirements) to design and compile the catalogue
Service description: Assessment of workplace and/or requirements of work activities in a real working environment. 25
 
Preparation of recommendations for workplace adaptation. Guidance for employers.
Specialists providing the services: occupational therapist, physical therapist, social worker, employment (recruitment) consultant. Assessment of workplaces is implemented using standardised methods. Evaluation This is a unique practice specially developed for jobs and persons with disabilities in Lithuania. This tool is: -
for the trainees to help them get information about certain jobs and understand the requirements for jobs for the employers to give them information on psychosocial skills and physical capacities of persons with disabilities and needed work place adjustments help to increase the level of retention in work.
The pitfall of this catalogue is that it needs constant update and expansion according to the rapidly changing labour market demands. Contact details Rasa Noreikyte-Ustinaviciene Website: www.reabilitacija.lt, direct link to the file: http://www.reabilitacija.lt/uploads/documents/arbo_vietu_keliami_reikalavimai__katal ogas_20102012_galutinis.pdf
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Case study 2: Research on the situation of people with disabilities in the labour market and attitude of employers Rationale There is very little information in Lithuania about the situation of people with disabilities in the labour market, such as the type of jobs or level of salaries. Valakupiai Rehabilitation Centre (VRC) conducts research focused on these subjects, acting as a methodological centre for vocational rehabilitation in Lithuania. Objectives The aim of the research is to gather information about the situation of people with disabilities in the labour market, employers' opinions and present and future needs concerning staff with disabilities, as well as their future plans to employ employees with disabilities and their methods to evaluate their skills. The indirect aim of the research is to promote antidiscrimination policies. Actors involved and roles - People with disabilities - HR officers of Employer(s) - VET provider(s) for people with disabilities - Labour Exchange Office - Local, regional, national authorities Information is collected by VRC in the form of a questionnaire disseminated to partners. Evaluation Annually implemented research allows up to date receipt of information about employees with disabilities and the attitude and the needs of employees from all sectors, including the ICT sector. Contact details Valakupiai Rehabilitation Centre, Director Edita Satiene Website: www.reabilitacija.lt
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Case study 3: Sectoral Practical Training Centres Rationale Lithuania is currently moving from a system of VET standards for one qualification to sectoral qualification standards covering the main sectoral qualifications at 8 levels of the national qualifications system. Newly established sectoral practical training centres (SPTC) will act as a cooperation platform for VET, HE, business and employers organisations representatives to ensure that a qualifications system is in place to deliver the skills and qualifications needed at national level. Objectives The core aim of the project is to establish 42 innovative sectoral practical training centres (SPTC) in Lithuania. SPTCs are being established according to the National Practical VET Resources Development Programme (2008) on the basis of the Sectoral Practical Training Centres Concept (2007) and the Development Programme (2008). The main aim of the SPTC is to ensure that learners, using the latest sector and IT technologies and equipment, gain practical skills which matching the needs of the labour market. These centres will be open to students from VET, higher education institutions, employees from sector enterprises, vocational teachers and others. The centres will concentrate on the newest technologies in specific sectors. When creating SPTCs, investments focus on the most efficiently operating schools which will be obliged to: implement quality related changes; implement modular training programmes; increase continuing vocational training services; regularly update trainers and education managers qualification; implement quality management system, etc. The SPTC will act as a constant upgrading tool for the VET system, in collaboration with employers. Actors involved and roles - Trainees with and without disabilities - Employers: micro, SME and large enterprises - All VET providers’ staff such as vocational trainers, vocational counsellors, managers of VET centres - Regional, national authorities Description The SPTCs help to prepare trainees/employees for their work with new innovative technologies. For this reason, a network of sectoral practical training centres is being established, and efforts are being made to cooperate more actively with social partners and employers for: - shaping qualifications and VET curricula; - assessing VET learners competences; - VET governance and provision; 28
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updating VET teachers technological competences; improving vocational guidance quality and accessibility.
These centres are open to learners from 21 VET, higher education, employees of enterprises, vocational teachers, etc. Contact details Name and contact details: The Ministry of Science and Education Website(s) for more information: www.smm.lt
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Case study 4: Job search and placement support Rationale People with disabilities who participate in a vocational rehabilitation programme benefit from job search and placement support. The concept of vocational rehabilitation is defined in the Law of the Republic of Lithuania on Social Integration of People with Disabilities (Official Gazette, 2004, No. 83-2983). The law describes vocational rehabilitation as a process of restoring or developing the person's working capacity, professional competence and capacity to participate in the labour market by educational, social, psychological, rehabilitation and other means. Objectives The goal of the job search and placement support is to facilitate disabled trainees with specialised support services in order to ensure successful transition from training to employment. These services are provided in a multidisciplinary way. The specialist team comprise psychologists, employment managers/job coaches, case managers and other specialists, if needed. The job coach can be a qualified occupational therapist, physiotherapist, social worker or other, depending on trainees’ individual needs. The job placement support comprises the following services: - Personal counselling on the labour market situation, - Counselling on workplace adjustment - Development of job searching skills - Workplace search services - Assistance in a workplace. Workplace assistance is intended to help people with disabilities achieve successful and long-term integration into the labour market. It includes personal counselling on social skills, adaptation to a new work environment, enhancement of motivation to work, mediation between employee and employer to help solve disputes related with labour relations or conditions, and other assistance. The success of the transition very much relies on all participating parties, as well as employers. Actors involved and roles - Trainees participating in a vocational rehabilitation programme - Employers: micro, SME and large enterprises - VET provider(s) (vocational trainers, employment counsellors, social workers and psychologists, who have a competence to assess work place requirements) - Local, regional, national authorities 30
How-to To ensure successful transition into a job, proper qualification and engagement of the staff is absolutely essential. These staff are the face of the VET provider and often the only support for the employer hiring a person with disability. Constant communication is important to establish trust between the parties. Evaluation This practice is valuable for its individualised “eye to eye� approach, as every trainee with disabilities receives a completely individualized support. This level of support is also available to the trainee if he/she encounters any issue while in the job. The employers also receive individual support if they face difficulties with an employee with disabilities.
Contact details Valakupiai Rehabilitation Centre, Natalja Markovskaja Siauliai Kabour Market Training Centre, Giedre Martinaitiene Websites: www.reabilitacija.lt and www.mokymocentras.lt
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List of interviewed stakeholders: -
Siauliai Labour Market training centre
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Barclays technology Centre
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Vilnius University Centre of Information Technology Development
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Qualifications and Vocational Education and Training Development Centre
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Association “Infobalt�
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University of Applied Sciences
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Lithuania Business University of Applied Sciences (LBUAS), Applied Informatics faculty
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National Employment office
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This project is supported by the European Union Programme for Employment and Social Solidarity - PROGRESS (2007-2013). This programme is implemented by the European Commission. It was established to financially support the implementation of the objectives of the European Union in the employment, social affairs and equal opportunities area, and thereby contribute to the achievement of the Europe 2020 Strategy goals in these fields. The seven-year Programme targets all stakeholders who can help shape the development of appropriate and effective employment and social legislation and policies, across the EU-27, EFTA-EEA and EU candidate and pre-candidate countries. For more information see: http://ec.europa.eu/progress The information contained in this publication does not necessarily reflect the position or opinion of the European Commission.
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