Insights from Skills Strategies in the European Union

1. Establish a clear objective for the strategy.

The content and form of skills strategies can vary significantly depending on their objectives, ranging from high-level documents that informally guide policy to detailed strategies with implementation plans that more directly influence policy. Clearly defining strategic and operational objectives from the outset helps determine the appropriate content and form, facilitating a smoother and more efficient development and implementation process. Consequently, clear objectives for skills strategies allow countries to develop and implement necessary skills reforms more effectively.

2. Find the right window of opportunity to develop a strategy.

Timing is crucial for a skills strategy’s success since changes in government and policy priorities can affect the implementation and longevity of a strategy. Initiating development early in an electoral term or in anticipation of a new administration can help to facilitate alignment with government priorities and successful implementation. Countries should also consider significant events and financing opportunities that can support skills policy reform.

3. Align the strategy with other key government strategies.

Skills strategies often build upon previous efforts, and it is crucial for new strategies to capitalise on past achievements and tackle persistent challenges left unaddressed. To this end, countries should carry out ex post evaluations to assess the impact, as well as effectiveness and efficiency, of skills strategies. Skills strategies also often coexist with other related strategies and initiatives at the national and EU levels. Countries should establish clear linkages between these strategies to avoid conflicts or overlaps in policy proposals.

4. Build the strategy on a strong base of evidence.

An evidence-based assessment of the skills system is crucial for identifying the scope of the skills strategy, as it helps pinpoint key issues amid limited resources. This assessment should analyse current skills, labour market mismatches, governance effectiveness, and broader economic, social, and environmental conditions to develop robust skills systems.

5. Find a champion or champions who can secure a mandate and long-term support for the strategy.

Finding a high-level champion or champions for the skills strategy, from within or outside the government, is crucial for its development and implementation. Champions secure a mandate, raise the strategy’s profile and engage senior officials and stakeholders, ensuring long-term support and momentum by involving ministers, deputies and key external stakeholders.

6. Adopt a whole-of-government approach for the strategy.

Skills policy encompasses various policy domains, including education, employment and other policy areas. Consequently, responsibilities are often distributed across multiple ministries and levels of government. Building effective skills strategies necessitates a whole-of-government approach, fostering co-ordination among various ministries and levels of government. Countries should establish mechanisms for collaboration at the national, regional and local levels.

7. Engage with stakeholders to benefit from their knowledge and build commitment.

Stakeholders, including social partners, education and training providers, learners, and community sector organisations, can offer practical insights into skills challenges, serve as key champions for strategies, and act as crucial partners in implementing skills policies. By adopting mechanisms to engage these stakeholders, countries can leverage their knowledge and insights, enhancing the strategy’s social legitimacy and fostering greater commitment to its success.

8. Adopt an implementation approach that advances the strategy’s objectives.

The implementation approach for skills strategies depends on countries’ objectives and policy traditions. Generally, formal implementation plans are developed when the objective is to directly influence policy through comprehensive or targeted reforms. In contrast, high-level reports highlighting skills challenges and opportunities are developed when the objective is to indirectly influence policy by raising awareness of skills issues and building commitment to collective action.

9. Monitor and evaluate the implementation to ensure its effectiveness.

To maximise impact and inform policy making effectively, rigorous monitoring and evaluation are crucial throughout implementation. Without accountability, an implementation plan risks missing its goals and losing stakeholder support. Mechanisms like steering groups, regular reporting and tailored key performance indicators enhance monitoring efforts.