FRAME:
Skills for the Future
Supporting the development of
comprehensive strategic visions for HRD in
the countries of the EU enlargement region
Montenegro, 17 September 2013
Simona Rinaldi, ETF
Jennifer Cassingena Harper, International Expert
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FRAME: KEY OBJECTIVES
Overall objective:
FRAME supports the integrated, holistic strategic development of
human resources
• capable of contributing to sustainable development,
competiveness and social cohesion.
Specific objective:
FRAME strengthens the capacities of national actors
• in designing and implementing effective public policies for human
resource development.
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FRAME in context
FRAME is being implemented in the
context of:

EU 2020 Strategy for Growth and Jobs

Education and Training 2020

South-East Europe Strategy 2020
towards convergence and growth

IPA II (2014-2020) principles
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4 COMPONENTS – 1 PACKAGE
for Comprehensive and Effective
Policies
Foresight
Review
Regional
Cooperation
Monitoring
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Key Foresight Question
Which skills need to
be developed
towards 2020?
Skills
2020???
How to shape up the
national education and
training system to meet
this challenge?
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1. Foresight
A change management tool that
helps leaders and those
responsible for change to jointly:
 Clarify the challenges ahead
 Elaborate a joint vision of
what can be achieved
 Prioritize the actions required
 Agree on the coordination and
cooperation mechanisms
needed to succeed
Vision 2020
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Foresight process and results
Informal Outputs
 Improved awareness of emerging
challenges and ‘future proofing’
 Foresight capacities developed
 Networking, coordination and
communication enhanced
 Potential for joined-up policy
design across government
Formal Outputs:
A Vision for Skills 2020 with
priorities shared by all relevant
stakeholders
A Roadmap on how stakeholders
contribute to achievement of the
vision
Form: a concise paper to be
adopted for endorsement by the
government; as input for IPA
2014-2020 planning
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Foresight process
Skills
Vision
2020
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FRAME - Foresight workshops
1
• Workshop 1
• Launch and identification of issues
2
• Workshop 2
• Creating scenarios and vision building
3
• Workshop 3
• Priorities and roadmap
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2. Review of Institutional
arrangements
Key question:
What are the capacity needs of institutions to
achieve the 2020 Skills Vision?
A capacity review of :
• policy planning, implementation and monitoring
• use of foresight as forward looking policy approach
• budgeting capacities, linked to the capacity of institutions to work on
Medium Term Expenditure Frameworks (MTEF).
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RIA - RESULTS
At the end of the review process, a prioritized
capacity development plan (milestones) for
institutions in charge of HRD is developed and
shared among all relevant stakeholders.
The capacity development responses are envisaged as a
minimum to:
• Engage multiple stakeholders ensuring an
integrated development;
• Address more than one level of capacity (e.g. both
system level and institutional level);
• Combine short- to medium-term initiatives.
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RIA Review Process
Steps for review of institutional arrangements
1. Mapping of key stakeholders in HRD sector through the ETF Multi-level Governance matrix, the results
of the Torino Process and the HRD Reviews, with a view to their roles and functions in the policy cycle
(done as a preparation to both Components 1 and 2).
2. Analysing the previous ICA and MTEF reviews building on existing knowledge.
3. Implementing direct structured qualitative interviews with selected stakeholders using the Interview
Guidelines and the specific MTEF questionnaire.
4. Roll out of Review Workshop with stakeholders: validation of review results and identification of gaps
and capacity development needs and their prioritisation.
5. Providing input to road mapping exercise in Foresight Workshop 3, based on conclusions the review
workshop (Step 5 above).
6. Drafting of short Country Paper.
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RIA - Target group
The review includes the following three target group categories:
• Ministries in charge of HRD policy-making
• Institutions engaged in HRD policy delivery (12 pilot
institutions)
• Stakeholder institutions engaged in the HRD policy cycle
 3 DIFFERENT questionnaires developed + specific
questionnaire for MTEF
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3. Monitoring
Key question: “What indicators are
needed to monitor progress for the 2020
Vision for Skills?”
The FRAME Monitoring component aims at creating a tool for policymakers to
support the assessment of progress towards the vision for skills 2020, which
will take in consideration:
-
The country performance at regional level, according to
the growth areas identified in the SEE2020 strategy;
- The comparability at EU level, benchmarking with
relevant EU strategies (e.g. ET2020, etc.); and
- The process for skills generation and the progress in
capacity development, as defined under the Foresight and
RIA components of the FRAME project.
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Monitoring
The process
Conceptualisation PHASE
Development of a
monitoring scheme
Identification of the
indicators at the
basis of the
monitoring tool.
Tool- development PHASE
Improvement of the
monitoring scheme
Finalisation PHASE
Joint agreement on
Definition of relevant the indicators
indicators at regional Discussion on
and national level
national targets
according to the
Finalisation of the
countries’ input.
monitoring tool.
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Monitoring
The Participatory Approach
The Monitoring component promotes a participatory
approach and the active involvement of the countries,
which will foster a process of mutual learning at the
regional level.
The implementation of the participatory approach is ensured by the set
up of National Technical Teams, accountable for:
 Agreement on the methodology and the indicators which are at the basis
of the monitoring tool, and
 Discussion on national targets.
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4. Regional Cooperation
Key question:
How can countries create
synergy in HRD and learn
from each other ?
Regional Objective:
• Enhancing regional dialogue and
cooperation among the countries
on HRD policies with particular
reference to the development of
a regional response to the South
East Europe 2020 Strategy.
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Coordination with International Actors
The Frame Project aims to develop and enhance:
• Coordination with on-going activities at regional level
to benefit from existing experience in the area.
• Liaison with bodies such as the World Bank and the
OECD to support all components.
• Specific synergies with the South East Europe
Investment Committee (SEEIC) and other initiatives,
as well as cooperation with RCC.
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To recap….. OVERALL FRAME
EXPECTED RESULTS




Foresight: a medium-term vision for skills, with re-conciliated
priorities of different strategies as well as a road-map, endorsed
by key stakeholders
Review of Institutional Arrangements : a prioritized and
agreed capacity development plan for institutions in charge of
HRD
Monitoring: a tool for the assessment of progress towards the
vision for skills 2020 will be finalised.
Regional: regional cooperation and mutual learning enhanced,
in line with SEE Strategy 2020 in cooperation with RCC
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MAIN PROGRESS SO FAR

Vision building 2020 in Montenegro and Serbia– pilot phase

RIA implementation underway in Montenegro and Serbia

Methodological tools under finalisation (Foresight and RIA methodologies
available)

Implementation in Kosovo*, Albania, former Yugoslav Republic of Macedonia and
Bosnia Herzegovina under preparation and Turkey will follow

Regular dialogue with international organizations (World Bank, OECD) and regional
platforms (RCC, South East Europe Investment Committee, etc.)
Next steps

TODAY: kick off regional event to share lessons learnt and how to move ahead

Follow up of the Policy Leaders’ Forum 8 May 2013 in Salzburg 10-11 October 2013

Implementation in all the partner countries from June 2013 to June 2014
* This designation is without prejudice to position on status, and is in line with UNSCR 1244 and the ICJ Opinion on the Kosovo Declaration
of Independence
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CONTACT:
www.etf.europa.eu/frame
frameproject@etf.europa.eu
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