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6 décembre 2011

Le premier baromètre du e-learning en Europe

http://www.crossknowledge.com/uploads/filemngr/FR/news/mini-barometre.jpgLes résultats du premier baromètre du e-learning en Europe sont dévoilés par CrossKnowledge à l'occasion de la 4ème édition du Congrès Learning, Talent & Development. Cette enquête met en perspective la place du e-learning au regard des stratégies de formation et permet de mieux comprendre les usages du e-learning.
CrossKnowledge, N°1 en Europe de la formation à distance, Fēfaur, cabinet d'études et de conseil e-learning, et Ipsos, N°3 mondial des études de marché, se sont associés pour conduire le 1er baromètre européen du e-learning*.
Cette première initiative au niveau européen confirme une forte intensification du recours au e-learning dans les pays étudiés.
I. Place du e-learning et évolution en Europe

100% des entreprises interrogées ont déjà mis en œuvre du e-learning. On constate un bon équilibre en termes d'antériorité entre les entreprises qui ont introduit la formation en ligne depuis plus de 3 ans (52%) et celles qui s'en sont dotées plus récemment (48%). Parmi les pays les plus « en avance », on note plus particulièrement le Benelux et l'Espagne avec respectivement 64% et 63%. Ces pays profitent, depuis les années 2000, d'une offre e-learning soutenue localement par des dispositions fiscales avantageuses.
En termes de taille d'entreprises, ce sont les grandes entreprises qui ont la plus grande antériorité dans le e-learning. En effet, les organisations qui comptent plus de 10000 salariés représentent 68% de l'échantillon européen.
Le nombre de salariés à former, le besoin d'aligner en temps réel leurs compétences sur des marchés mondiaux devenus très concurrentiels et les économies d'échelle possibles sont autant de facteurs qui ont poussé les grandes entreprises à s'intéresser plus tôt au e-learning.
C'est en particulier dans le secteur des services que le recours au e-learning est plus prononcé (43% des entreprises issus de ce secteur forment plus de 50 % de leurs salariés en e-learning alors que le secteur de l'industrie affiche seulement 14%).
La France, bien que rentrée assez tôt dans le e-learning, accuse un retard, derrière ses homologues européens en termes de pénétration. Seulement 17% des entreprises (contre près de 40% pour le Royaume-Uni, l'Espagne et le Benelux) ont formé plus de 50% de leurs salariés en e-learning. On peut ainsi s'interroger sur la prédominance de la formation présentielle et de la difficulté des entreprises françaises à s'approprier le e-learning.
Une forte progression du e-learning se dessine à l'horizon 2012. Le pourcentage d'entreprises qui forment moins de 10% des salariés en e-learning va nettement reculer pour passer de 37% en 2010 à 15% en 2012. Le e-learning se généralise en s'étendant à un cercle croissant de salariés dans l'entreprise avec comme effet attendu, un boom du nombre d'entreprises qui vont former entre 10 et 50% de leurs salariés qui passent de 30 à 45% de l'échantillon entre 2010 et 2012. C'est un véritable signe de maturité : les entreprises le mettent désormais en œuvre sur des problématiques de formation et des populations cibles beaucoup plus larges.
L'analyse par pays montre que les entreprises anglaises, bien qu'accusant une antériorité moins importante, développeront très fortement le e-learning: 51% d'entre elles délivreront au moins une formation e-learning à plus de 50% de leurs salariés, contre 39% en 2010. Elles ont donc rapidement identifié la valeur de ce mode de formation.
Les résultats de ce baromètre confirment également que l'approche e-learning est devenue crédible pour les entreprises de toute taille. Qu'il s'agisse d'entreprises de moins de 1 000 salariés ou d'organisations entre 1 000 et 10 000 salariés, le pourcentage augmente significativement entre 2010 et 2012 pour passer respectivement de 27% à 43% et de 34% à 51% d'entreprises à former entre 10 et 50 % de salariés en e-learning.
II. Les objectifs poursuivis avec le e-learning

Le principal objectif assigné au e-learning est l'optimisation des coûts de la formation pour 45% des entreprises interrogées. Le contexte économique actuel ne manquera pas de renforcer cette tendance. La formation d'un plus grand nombre de collaborateurs (ou 'effet volume') est citée à 37%. Si les entreprises sont nombreuses à vouloir maintenir, voire réduire, leur budget global de formation, elles souhaitent plus encore réduire le coût de la formation par collaborateur pour permettre d'en former un plus grand nombre sans encourir une véritable inflation budgétaire.
En termes de thématiques, la part des formations métiers est de loin la plus importante: 75% des entreprises utilisent le e-learning dans ce champ de la formation. La thématique de l'hygiène et de la sécurité et celle de la mise en conformité sont des thématiques privilégiées du e-learning car elles concernent de larges populations dans l'entreprise et sont le plus souvent obligatoires.
En parallèle du choix historique du e-learning pour les formations informatiques et bureautiques, on note aussi la montée en puissance des thématiques de management, leadership, communication et développement personnel dans les grandes entreprises. Cette tendance s'accentue pour les entreprises ayant introduit le e-learning depuis plus de 5 ans, et se renforce par les plans de développement des compétences de savoir-être auxquelles les entreprises accordent une importance croissante.
Sans surprise, les langues représentent une faible part dans l'utilisation du e-learning au Royaume-Uni mais sont très prisée en Espagne (60%), au Benelux (43%), en France (45%) et en Italie (30%).
Pour 55% des entreprises interrogées, les formations e-learning sont destinées à 55% à l'ensemble des salariés. Cette part monte à 68% pour les entreprises qui ont introduit le e-learning depuis plus de 5 ans. Là aussi, on constate que ce mode de formation tend à se développer massivement dans les entreprises plus matures.
III. Les supports et dispositifs e-learning les plus utilisés

Avec 76% des entreprises, le dispositif e-learning le plus utilisé est le Blended Learning. 47% d'entre elles sont d'ailleurs décidées à intensifier cette approche.
Le e-learning sans tutorat est le second dispositif le plus plébiscité (58%): ceci semble conforter le fait que le e-learning répond aux enjeux de formation en juste à temps au bon moment et répond à des besoins individuels.
Autre enseignement de ce baromètre : la part déjà importante de l'utilisation des espaces collaboratifs et la volonté des entreprises d'intensifier cette modalité. Sans doute faut-il y voir la reconnaissance des applications 2.0 plébiscitées par la génération Y, et de leurs impacts en termes de capitalisation du savoir et d'échange des bonnes pratiques.
L'étude souligne également le lien entre antériorité du e-learning dans l'entreprise et recours à un large choix de modalités et de dispositifs qui sont de plus en plus sophistiqués. En résumé, plus les entreprises « pratiquent » la formation en ligne, plus elles élargissent et généralisent le recours au e-learning sous toutes ses formes.
IV. Conditions de succès et indicateurs de suivi

Si on introduit presque toujours le e-learning dans son organisation pour des raisons très opérationnelles (optimisation des couts, accès élargi a la formation...), le succès des programmes repose systématiquement sur la qualité des dispositifs déployés. Il est question ici de la qualité des contenus e-learning, mais pas seulement: de celle aussi du dispositif dans son ensemble.
De même, si l'adéquation des contenus aux besoins du business et la prise en compte des contraintes opérationnelles jouent un rôle important dans l'acceptabilité du e-learning; a contrario, leur non-prise en compte (manque de temps, de disponibilité) est considérée comme le frein le plus important.
Au niveau des indicateurs de suivi, les entreprises françaises accordent la plus grande importance au nombre d'heures de formation en e-learning et au taux de connexion, en lien avec la possibilité d'intégrer ces dépenses dans leur obligation de formation continue de leur personnel. La différence est patente avec les britanniques, moins préoccupés du nombre d'heures que du nombre de formations dispensées sur une année et de leur taux d'accès et de leur efficacité. En effet, les entreprises anglaises évaluent la performance de leurs actions de formation sur les gains de compétences mesurés, ce qui est beaucoup moins le cas en France.
* Méthodologie:
Ce baromètre a été mené entre le 8 septembre 2011 et le 7 octobre 2011 dans 6 pays européens: France, Angleterre, Espagne, Italie, Belgique et Pays-Bas. Co-réalisé par CrossKnowledge, Fēfaur et Ipsos, il a également reçu le soutien des associations professionnelles suivantes: Learning and Skills Group en Angleterre, AEDIPE en Espagne et AIDP en Italie. Il a été élaboré sur la base d'un questionnaire en ligne et a permis d'interroger 511 directeurs et responsables formation. 100% des panélistes font partie d'entreprises ayant toutes mis en œuvre du e-learning.
Un livre blanc sera édité spécialement à cette occasion : réservez votre exemplaire dès maintenant en cliquant ici. Résultats complets de l'étude disponibles sur simple demande auprès du service de presse. Contact presse: Open2Europe - Déborah Laskart: d.laskart@open2europe.com. 01 55 02 15 12/06 50 31 96 68.
http://www.crossknowledge.com/uploads/filemngr/FR/news/mini-barometre.jpg Wyniki pierwszego barometru e-learningu w Europie, jak wynika z CrossKnowledge z okazji 4. edycji Kongresu Nauki, Talent & Development. Badanie stawia w perspektywie miejsce e-learningu w zakresie strategii szkoleniowych i lepiej zrozumieć zastosowań e-learningu.
CrossKnowledge, nr 1 w Europie kształcenia na odległość, Fēfaur firmy badawczej oraz doradztwo e-learning i Ipsos, nr 3 badań rynku na świecie, połączyli siły, aby prowadzić pierwszy europejski e-barometr nauki
. Więcej...
20 novembre 2011

Looking behind the metaphors: How to build stairways to excellence in EU regions?

Looking behind the metaphors: How to build stairways to excellence in EU regions? Brussels, Belgium (29 November 2011)
This workshop, jointly organised by the national university representations from Poland, Germany and Austria under the patronage of MEP Danuta Hübner, aims at contributing to the debate on future EU cohesion policy with a special focus on innovation and research.
It will bring together decision-makers on EU, national and regional level as well as stakeholders from science and research, regional development and the business community. For more information, please download the invitation here.
Please note the registration deadline is actually 21 November 2011 (and not the date noted in the invitation).
18 novembre 2011

Europe: Social sciences research role backed

http://www.universityworldnews.com/layout/UW/images/logoUWorld.gifBy Jan Petter Myklebust and Brendan O’Malley. European Union Commissioner Maire Geoghegan-Quinn has responded to calls to give more weight to social sciences and humanities in Horizon 2020, the EU's funding programme for research and innovation.
At a meeting at the British Academy in London on 10 November, she confirmed that "future funding at the European level will provide significant space for social sciences and humanities research".
The full proposals for Horizon 2020 are due to be published before the end of the year and then discussed by member states and the European parliament.
Geoghegan-Quinn said Horizon 2020 will be structured around three pillars: 'excellence in the science base', 'creating industrial leadership and competitive frameworks' and 'tackling societal challenges'.
'Tackling societal challenges' will focus on the challenges of health, demographic change and well-being; food security and the bio-based economy; secure, clean and efficient technology; smart, green and integrated transport; climate; and inclusive, innovative and secure societies.
A parallel thematic programme, Understanding Europe, will not be promoted separately but "underlies all our efforts to have a prosperous, inclusive and sustainable Europe by 2020", she said.
The British Academy is the UK national academy for the humanities and social sciences. In its response to the consultation on the green paper last May it stated that "few of the grand challenges [facing the world] are likely to be susceptible to technological solutions, while all of them require analysis by social science and humanities research before political action".
Hence the academy argued strongly for a grand challenge addressing the major policy issues raised by the changing economic, social and cultural dynamics of European society. It proposed the title Understanding Europe and the themes of 'memory, identity, cultural change, employment, education, working lives, inequality, families and the quality of life'.
This proposal was endorsed by ALLEA, the federation of 53 academies of science, social sciences and the humanities in 40 European countries. In its own response, ALLEA argued for "a very large-scale European research programme on identity and cultural change, education and employment, intergenerational justice and personal and societal well-being".
Geoghegan-Quinn said that the responses of the British Academy and ALLEA were among the most impressive of the 750 consolidated responses to the green paper, and that around 14% of the responses received concerned the social sciences and humanities.
She said the challenge on inclusive, innovative and secure societies had been included because it was raised during the consultation.
It will be firmly aimed at boosting knowledge of the factors that foster an inclusive Europe, that help overcome the current economic crisis and the very real concerns people have, that identify the links between the European and global contexts, and that encourage social innovation, she said.
This challenge would also bring security and socio-economic research together with the aim of understanding the many forms of insecurity - whether caused by crime, violence, terrorism, cyber attacks, privacy abuses or other forms of social and economic insecurity.
"We need a strong evidence base for policy-making on these issues and the social sciences and humanities have the appropriate tools and methods to address the intricacy of these challenges, including enhancing the societal dimension of security policy and research," said Geoghegan-Quinn.
Horizon 2020 will have a strong emphasis on interdisciplinary approaches and will help to maintain the EU's standing as a major player in this area, she added. The EU also wants to support capacity-building and networking for social innovators and entrepreneurs and she endorsed the Vienna Declaration from the Challeges of Social Innovation conference in Vienna in September. This declaration promotes 14 topics of social innovation research.
"We are depending on you to help our society prepare for the profound changes that we will continue to face in the coming decades," Geoghegan-Quinn said.
Sverker Sörlin, professor of environmental history at the Royal Institute of Technology in Stockholm, told University World News: "The current actions across Europe to improve the proposal for Horizon 2020 are extremely welcome. They call for integrated efforts the sciences and the humanities and social sciences to deepen our understanding of past, current and future social change.
"The combined environmental, economic, and cultural crises, that risk bring political crisis, are a rallying call to invest forcefully in the humanities and the social sciences.
"The EU has a sad track record of heavy-handed investment in technologies, whereas it is clear that what this ageing and paralysed continent needsnow are new ideas, new institutions, and new ideas on how to address the ongoing decay and crippling inertia."
Related links:
DENMARK: Social science needs higher EU profile
EUROPE: Plan for one million new research jobs
2 novembre 2011

Study evaluating the Professional Qualifications Directive against recent EU educational reforms in EU Member States

http://www.cedefop.europa.eu/EN/Images-UserInterface/bg_cedefopLogo.gifThis is the final report for the study to evaluate the impact of EU educational reforms, notably the Bologna Process and the European Qualifications Framework, on the recognition of professional qualifications under Directive 2005/36/EC. Executive Summary of the Study evaluating the Professional Qualifications Directive against recent EU educational reforms in EU Member States.
Convergence under the Bologna process and the impact on professional recognition

The Bologna process has had a significant impact on higher education systems across Europe – but this impact has been uneven with regard to professional recognition. Its overall impact to date on the recognition of professional qualifications relates to improved comparability of qualifications. This was reported by a third of competent authorities. Yet there has been little substantive impact as a result on the time it takes to recognise qualifications. Four out five competent authorities reported that the time required for the recognition procedure has remained constant over the last 2 or 3 years.
Impact of the Bologna degree cycle structure on professional recognition

The Bologna cycles support transparency by exposing fundamental differences in the structure and level of training. However, only 20% of competent authorities think that the Bologna cycles have made the recognition process quicker or easier.
Impact of ECTS on professional recognition

The European Credit Transfer and Accumulation System (ECTS) has greater potential to support improved recognition of qualifications. From a competent authority perspective, the more detailed information contained in the Diploma Supplement and ECTS transcripts more practically supports the recognition procedure by providing a consistent and comparable overview of subject content. However, the use of ECTS in applications for recognition remains relatively uncommon.
The approach to introducing credit systems, with significant autonomy for higher education institutions, has led to difficulties in developing a uniform approach at national level. Significant differences remain across countries (and within countries) in the approach to credit allocation. These differences relate to whether the calculation is based on workload as opposed to just teaching/contact hours, and whether a concern for competent authorities than consistency in the definition of credit itself (i.e. what is included). Around half of interviewees for the case studies were satisfied with the notion of ECTS being allocated according to the student workload (and not only according to teaching hours), but a core of competent authorities remain uncomfortable with this approach.
Impact of learning outcomes on professional recognition

At present, competent authorities have relatively little experience in using learning outcomes as part of the recognition process. Learning outcomes are the least well-known element of the Bologna reforms among recognition professionals. Very few competent authorities (13%) among those interviewed for the case studies believed that the introduction of learning outcomes has made the recognition of professional qualifications easier or quicker. This is explained not only by the rareness of its inclusion in applications, but also by the tendency for learning outcomes to be presented in generalised terms (i.e. they can lack sufficient detail to support the recognition decision) and a perceived disjuncture with the current input-based Directive 2005/36/EC requirements. However, there is an expectation that this will change over time given the ongoing development and implementation of national qualifications frameworks and the learning outcomes approach in general.
Future impact of the Bologna reforms on professional recognition

The main barrier to the Bologna process supporting recognition relates to a lack of full and consistent implementation of the reforms. While the Bologna process aids student mobility, the reforms are complex and not yet fully embedded to the point of having a significant impact on professional recognition. There is also the prospect that the Bologna reforms lead to the development of new, more flexible approaches to higher-level learning (within the context of lifelong learning). This may pose additional challenges in the future to competent authorities which are used in most cases to applying recognition on the basis of traditional models of initial professional training as the culmination of an individual’s formal education at a young age.
In terms of the role the Internal Market and its policies might play in supporting the Bologna process to impact on professional recognition, there were a number of references to supporting common platforms (or something similar) as a means of harnessing the common approaches to qualifications supported by the Bologna reforms. The introduction of learning outcomes perhaps provides a new basis for such joint action...
The role of quality assurance in supporting the potential use of agreed learning outcomes

For many stakeholders, the development of common or minimum approaches to quality assurance and accreditation underpin the potential use of learning outcomes in a professional recognition context. Yet only half of competent authorities thought that the fact that institution awarding the qualification is quality assured at national level is a ‘very important’ dimension in deciding on the recognition of foreign qualifications (where the profession is not regulated in the country where the qualification was awarded).
The more practical consideration for competent authorities using outcomes-based approaches was quality assurance at the level of the qualification – and specifically in the context of assessment methodologies. Through the case studies, lack of understanding of and confidence in the assessment of achieved learning outcomes was the most commonly voiced reason why an outcomes-based approach is not currently practicable. What is required is that approaches to quality assurance are aligned between countries, and also that their benefits for and impact on qualifications are bettercommunicated...
Dealing with older qualifications under the EQF

As it currently stands, there is a lack of concrete evidence that older qualifications will be mapped to NQFs linked to the EQF. The current focus of national authorities is on qualification reform and development work. There is discussion in the countries developing NQFs about the position of old qualifications. In practice, it appears possible to use a ‘best fit’ model to apply level to older qualifications. It is recognised that doing so may mean that eligibility and progression provisions do not necessarily apply to the older qualification. However, the presumption that provisions should be extended to holders of former qualifications is the important element – and this is already seen in the specifications for some NQFs. Executive Summary of the Study evaluating the Professional Qualifications Directive against recent EU educational reforms in EU Member States.
30 octobre 2011

Patterns and Trends in UK Higher Education

http://www.thedrum.co.uk/uploads/news/old/13324/master.logo_universities_uk.gifUniversities UK, the representative organisation for the United Kingdom’s universities, published a report this week which looks at “Patterns and trends in UK higher education” over the last decade (2000-2010).
The report looks at trends during a time of significant expansion and change in the UK, tracking the rise of student numbers, the changing popularity of different subject areas, and a notable shift in the funding regime. According to the report, the UK higher education institutions together educate some 2.5 million students annually. The last 10 years has seen significant expansion, with a 28 per cent increase in student numbers from all over the world. Since 2000/1, the number of non-EU students has more than doubled, with an increase of 11.7 per cent in the last year. Since 2000/1, full-time postgraduate numbers have increased by 73.1 per cent compared with an increase of 28.5 per cent for full-time undergraduates over the same period. This is partly due to the rate of increase in non-UK students, who tend to study at postgraduate level. Dowload the report Patterns and Trends in UK Higher Education.
Patterns and trends in UK higher education

This report – Patterns and trends in UK higher education – builds on the time series data produced
annually since 2001 under the title Patterns of higher education institutions in the UK. It offers a unique
overview of provision at publicly-funded higher education institutions in the UK. All charts and tables in
the report are now also available to download from the Universities UK website.
Section A shows sector-level trends over the last 10 years from 2000/01 to 2009/10. For the first time,
this offers a true time series provided by the Higher Education Statistics Agency (HESA), accounting for
changes to the way student numbers are counted.
Section B looks at patterns of institutional diversity covering students, staff and finance.
The report provides a very helpful insight into high-level trends during a decade of significant expansion
and change. Among other things, the report tracks the rise of student numbers, the changing popularity
of different subject areas, and a notable shift in the funding regime. It also demonstrates how higher
education institutions continue to make a large contribution to civil society and the economy in the UK.
The higher education student population
UK higher education institutions together educate some 2.5 million students annually, including over 400,000 from outside the UK, making the higher education sector one of the most important export earners for the UK economy. The last 10 years has seen significant expansion, with a 28 per cent increase in student numbers from all domiciles.
As in previous years female students studying higher education at UK higher education institutions remain in the majority, accounting for 56.6 per cent of all students in 2009/10. This pattern is also present for all levels and modes of study other than full-time postgraduate provision, where males account for the majority of students since 2008/09.
How are students choosing to study?

Since 2000/01, full-time postgraduate numbers have increased by 73.1 per cent compared with an increase of 28.5 per cent for full-time undergraduates over the same period. This is partly due to the rate of increase in non-UK students, who tend to study at postgraduate level. For all UK countries other than Scotland, growth in full-time undergraduate provision was higher than that seen for part-time undergraduate provision between 2000/01 and 2009/10.
The last year has seen minor changes in the distribution of students amongst institutions. There have been slight decreases in the proportion of other undergraduate, part-time and mature full-time students across the range of institutions compared to 2008/09, despite increases in the absolute number of students in most of these groups. Part of this trend could be due to the greater increase in non-UK students, who tend to be younger and study full-time and postgraduate-level courses.
EU and international students

One of the main trends over the last 10 years has been the success of UK higher education institutions in attracting international students. Since 2000/01, the number of non-EU students has more than doubled, with an increase of 11.7 per cent in the last year. Although this is approximately four times the equivalent increase in UK-domiciled students it should be noted that the UK’s share of the international student market has reduced over this period, with other countries becoming more competitive in attracting these students. This trend does not include the impact of recent changes to non-EU student visas, which may result in a greater loss of market share in the future.
China (excluding Hong Kong, Taiwan and Macao) continues to provide the highest numbers of international students on first degree, postgraduate research and other undergraduate courses and the second highest numbers on postgraduate taught courses. India provided the highest numbers on postgraduate taught courses. Although overall numbers have increased, there were no significant changes in the top 20 countries across levels from the previous year. The concentration of non-EU students across institutions remains at a similar level to last year, with recent increases in the number of EU students concentrated mostly in those institutions with smaller numbers of these students.
What are students studying?

Between 2003/04 and 2009/10 student numbers increased by 13.3 per cent across all subjects. There have, however, been significant changes in the relative popularity of different subject areas. Over the period, large increases are seen in students studying clinical and biological sciences, mathematics, physical sciences, and architecture, building and planning. The only subjects to see decreases in the absolute number of students between 2003/04 and 2009/10 are computer science and historical and philosophical studies. Both, however, show increases in the last year.
Employment of graduates

Employment rates six months after graduation remain high across the sector, with 80 per cent of institutions showing between 86 per cent and 94 per cent of their students recorded as in employment or further study six months after graduation. The impact of the recession is evident, however, with small decreases across the sector in the proportion of students in employment or further study over the last year. It should be noted that recent analysis by the Organisation for Economic Co-operation and Development (OECD) and the Office for National Statistics demonstrates that graduates have been less impacted by the effects of the recession than those with lower qualifications.
Trends in income

In 2009/10 higher education institutions had a combined turnover of £26.8 billion. Tuition fees and
education contracts accounted for 31 per cent of total income, compared to 23 per cent in 2000/01.
Between 2008/09 and 2009/10, income from research grants and contracts rose 4.6 per cent, to £4.3
million. 142 institutions posted a surplus in 2009/10.
The level of long-term borrowing compared to total income varied significantly across the sector, ranging from a lower decile of 0 per cent to an upper decile of 44 per cent. Four institutions showed levels of long-term borrowing above 70 per cent of total income in 2009/10. In line with trends in recent years, the level of income from funding body grants has decreased across institutions since 2008/09 at similar rates for those institutions with high and low proportions of income from this source.
The impact of the recession is evident in a number of indicators, most clearly in the 38.6 per cent decrease in endowment and investment income over the last year. The recession has also contributed to a large decrease in the ratio of research income from research grants and contracts (including funding from research councils) to funding body research grants over the last year. This is evident across the sector, demonstrating the importance of QR funding in the current economic climate. These are just a few of the many interesting observations to be found in Patterns and trends in UK higher education, which contains a great deal of rich and informative material. Readers will, I am sure, find much to interest them beyond these brief highlights.
Professor Paul O’Prey, Vice-Chancellor of the University of Roehampton and Chair, Universities UK Longer Term Strategy Network, October 2011.

30 octobre 2011

Besoin d’un CV? découvrez le CV Européen

http://www.planetemetiers.picardie.fr/img/logo_pmp.gifLe CV européen permet à chaque citoyen européen de présenter de manière plus efficace ses qualifications, facilitant ainsi l’accès à des offres de formation ou d’emploi en Europe (UE, AELE et EEE). En plus d’une meilleure transparence, ce modèle contribue à garantir un traitement plus équitable aux demandeurs d’emploi et aux candidats à des enseignements ou des formations.
Cet outil a été initié par une recommandation du Conseil européen de Lisbonne en mars 2000, invitant la Commission à établir un modèle type de CV européen dans le but de supprimer les obstacles à la mobilité.
Le modèle européen de CV, élaboré en collaboration avec les gouvernements de l’UE, les employeurs et les syndicats, est un outil simple, utilisable en version papier comme en version électronique. Il en existe 27, disponibles pour chaque Etat membre de l’UE ainsi que la Norvège et la Turquie. La version FR est disponible via le lien suivant: >>>. Pour regarder un exemple vierge: >>>.
A l’instar de ce modèle européen de CV, qui pourra aussi être utilisé dans le pays d’origine, une série d’autres documents ont été crées par le Centre européen pour le développement de la formation professionnelle (CEDEFOP), visant à améliorer la transparence et la visibilité des qualifications et des compétences. En effet, cinq documents dont le CV européen, rassemblés sous la dénomination « Europass » sont prévus par la décision 2241/2004/CE du Parlement européen et du Conseil du 15 décembre 2004 instaurant un cadre unique pour la transparence des qualifications et des compétences. Pour en savoir plus: >>>.
Ce « passeport » comprend:

* deux documents: le Curriculum vitae Europass et le Passeport de langues Europass à remplir par le citoyen lui-même, soit directement en ligne sur le site, soit en téléchargeant les documents; et
* trois autres documents: le Supplément descriptif du certificat Europass délivré aux détenteurs d’un certificat d’enseignement ou de formation professionnel(le), complétant l’information qui figure sur le certificat officiel et facilitant sa compréhension, particulièrement par les employeurs ou les organisations situés dans un pays étranger; le Supplément au diplôme Europass délivré aux diplômés de l’enseignement supérieur parallèlement au diplôme original et contribuant à une meilleure lisibilité des diplômes de l’enseignement supérieur, particulièrement hors des pays où ils sont délivrés; et l’Europass Mobilité qui est un relevé de toute période organisée (appelée Parcours Europass Mobilité) effectuée par un citoyen dans un autre pays européen dans un but éducatif ou de formation. Ces trois documents sont remplis et délivrés par les organisations compétentes.
Enfin, à coté de ces différents documents, la Commission européenne a crée un portail européen sur la mobilité de l’emploi dit EURES, permettant de mettre en relation des demandeurs d’emploi et des employeurs de toute l’Europe. Pour en savoir plus: >>>. Article réalisée par la délégation de la Picardie auprès de l’U.E.
http://www.planetemetiers.picardie.fr/img/logo_pmp.gif The European CV enables European citizens to present their qualifications more effectively, thereby facilitating access to training opportunities or employment in Europe (EU, EFTA and EEA). In addition to greater transparency, this model helps to ensure more equitable treatment for job seekers and applicants for teaching or training. More...
30 octobre 2011

Sweden: Minister says universities may merge

http://www.universityworldnews.com/layout/UW/images/logoUWorld.gifBy Jan Petter Myklebust. Sweden's coalition government is to tackle a sharp drop in student numbers by allocating more funding to universities where there is a strong demand for places, forcing less popular institutions to seek mergers to survive, Education Minister Jan Björklund has warned.
In an article in the leading newspaper Dagens Nyheter, Björklund said that "demography is now on our side for promoting university mergers", given an expected 25% drop in the 20-year-old age cohort over the next six years.
"We intend to make student choices of universities an important factor in the channeling of resources, so that those universities with a high demand for study places will receive more funding compared to those institutions that experience less such demand," he said.
Institutions less in demand would face many challenges, he warned, adding that it was in their interest to seek mergers with larger, research-intensive universities, or with research institutes, to secure their resource base. But university leaders and higher education experts have warned against making a simplistic assumption that large institutions are better than small ones. Björklund's article followed the minister's keynote speech at the annual meeting of the Association of Swedish Higher Education, titled "Quality Before Quantity".
In an unprecedented move, the ministry sent a text message to all university college rectors urging them to read the article, titled "University Colleges Need to Merge with Stronger Universities".
Björklund said initiatives for mergers should come from institutions themselves. The government did not intend to take decisions on mergers, but was convinced they would improve quality and strengthen the position of Swedish universities internationally.
"Institutions are facing major challenges that will change the higher education landscape in Sweden," he said.
To facilitate the process, the government has allocated SEK20 million (US$2.6 million) for 2012 and SEK75 million for 2013 to cover the costs of preparing university mergers.
The minister said the government would want to retain higher education opportunities across the country, but these would primarily be in professional training like nursing, teaching or engineering. Currently there are 37 higher education institutions in Sweden, catering for 440,000 students, a figure that has doubled in the past 20 years. Resources for research are concentrated in 10 institutions. Björklund said many higher education courses did not have a satisfactory link to research and the goal was that most university professors should have a doctorate and participate actively in research.
"The coalition government now wants to focus on quality, and the first steps were taken [last year] when we instructed the Swedish National Agency for Higher Education to examine all university courses over the next three years and to grade all courses according to a set of quality criteria," he said.
That instruction, which ensured evaluations would be based solely on student results, led to the resignation of Sweden's University Chancellor Anders Flodström, as reported by University World News. Thomas Blom, acting rector of Karlstad University, which is close to the border with Norway, and Åsa Bergenheim, the incoming rector, said in a joint statement to University World News that while closer cooperation and fusion might be appropriate for some universities it was vital for such a process to take place in a climate of mutual respect.
"The evaluations from the Swedish National Agency for Higher education demonstrate that larger institutions are not always better than smaller ones," they said.
They added that mergers could enable institutions to share each other's experiences, competence and ideas. "If we manage to do this right, a merger could strengthen teaching and research milieus, relations to the regional society could be broadened and administrative costs could be reduced. And for students a university with several campuses could be of interest, giving more study choices," they said.
"The point, however, is not to become big - but that we shall be good."
Kerstin Norén, rector of Högskolan Vest (University College West) in Trollhättan, told local newspaper TTELA that the minister's article was retelling old myths, such as that university colleges were the weak link in the higher education landscape, when the real problem might be that resourcing was weak.
"Most important to reach high scientific quality are international contacts. The size of the research institution is of less importance," Norén said.
Kåre Bremer, rector of Stockholm University, reminded readers of his blog that Björklund had often said that seven to 10 Swedish university colleges might have to be closed down unless they merged with a stronger research institution.
"Now several discussions are taking place on potential mergers, most of them still more or less informal. Stockholm University is not involved yet in any such discussions," he said.
Lena Adamson, former secretary-general of the Swedish National Agency for Higher Education and now an expert on quality assurance, teaching and learning and entrepreneurship at the European Institute of Technology, told University World News that concentration and good use of resources was important in any business. But while she agreed with Björklund on the importance of having a "sharp" national quality assurance system, this objective was not being realised.
"Clear quality profiles instead of extensive peer review reports will steer students' choices more effectively than anything else. This will act as an economic driving force for higher education institutions to find their own solutions in improving quality and making good use of their resources," Adamson said.
"When it comes to small institutions collaborating with larger ones, we must not forget that the correlation between size of institution and intense creation of innovations - in the sense of putting good research to use - is not always given. Concentration and good use of resources, yes. But size may not always be the sole dimension to take into consideration here."

15 octobre 2011

La grande région, mobilité en europe et formation continue

http://www.inffolor.org/portail/professionnel/sites/default/files/upload/image/documentation_pro/PDF_OF/visuel55.pngTémoin d’un passé mouvementé, la Grande Région est un espace de coopération exemplaire en Europe. Avec plus de 200000 frontaliers en 2010, elle enregistre la plus importante mobilité transfrontalière derrière la Suisse. Amorcée dans les années 1980, cette mobilité n’a cessé de s’amplifier jusqu’à aujourd’hui, même si la crise économique et financière de 2008 et 2009 a mis un frein au développement. Cette zone européenne réunit six composantes: la Sarre, la Rhénanie-Palatinat, le Luxembourg, la Lorraine ainsi que la Région wallonne et la Communauté germanophone de Belgique. Le partage d’une structure industrielle commune a constitué le point de départ de la coopération entre ces régions.
D’intenses flux migratoires en tous sens caractérisent cet espace, avec deux bassins d’emploi transfrontaliers importants, Luxembourg et Sarrebruck, et d’autres villes de taille plus modeste de part et d’autre de la frontière (Thionville, Longwy, Trèves, Arlon, Metz, Sarreguemines …). Le Luxembourg constitue depuis 30 ans le pôle d’attraction de la Grande Région. Près des trois quarts des frontaliers traversent la frontière chaque jour pour se rendre au Luxembourg, soit environ 149500 en 2010. La moitié d’entre eux est originaire de France (73900) et respectivement un quart environ vient de Belgique et d’Allemagne.
http://www.granderegion.net/pictures/layout/header/shared/logo.gifLa Grande Région est aujourd’hui le siège de nombreuses institutions et organes interrégionaux (notamment le Sommet de la Grande Région, la Commission Régionale, le Conseil Économique et Social, le Conseil Parlementaire Interrégional et le Conseil Syndical Interrégional, Conseil interrégional des Chambres de Métiers: www.artisanat-gr.eu). La contribution de l’initiative européenne Interreg a permis à la coopération transfrontalière de se développer et de s’intensifier depuis le début des années 1990. La Grande Région bénéficie ainsi d’un réseau de coopération dense et bien développé.
les frontaliers lorrains au luxembourg: un profil en mutation

La Lorraine reste la région qui envoie le plus de frontaliers dans la Grande Région avec un total de 94 664 frontaliers originaires pour la plupart de Moselle mais aussi de Meurthe-et-Moselle. S’ils étaient nombreux à se rendre en Sarre et en Rhénanie-Palatinat jusqu’à la fin des années 80, les Lorrains se sont tournés vers le Luxembourg au début des années 90, attirés par la perspective d’une meilleure rémunération et la quantité d’emplois disponibles. L’emploi frontalier lorrain en Sarre et au Luxembourg est traditionnellement de nature industrielle.
En Sarre, 44,9% des frontaliers originaires de France sont employés dans l’industrie manufacturière et 13,8% d'entre eux sont dans le secteur du commerce. Au Luxembourg, les frontaliers français sont actifs en majorité dans les services aux entreprises - qui recouvrent aussi l’emploi industriel - , le commerce, l’industrie manufacturière ainsi que dans les activités financières.
Le profil du frontalier lorrain s’est transformé peu à peu pendant la dernière décennie: moins présent dans le secteur de l’industrie et de la construction, il travaille davantage dans le tertiaire. Il occupe plus souvent une fonction d’employé, de cadre ou une profession intellectuelle supérieure. D’une manière générale, les frontaliers français au Luxembourg sont davantage diplômés que les actifs occupés en Lorraine.
Le statut du frontalier

Aux termes du droit communautaire, sont frontaliers tous les salariés et tous les travailleurs indépendants qui exercent leur profession dans un État membre, en habitant dans un autre État membre dans lequel ils retournent, sinon chaque jour, au moins une fois par semaine.
Cette définition s’applique en matière de protection sociale des travailleurs concernés (prestations sociales, assurance chômage, maladie-maternité, retraite). En matière fiscale, est considérée comme frontalière la personne salariée qui exerce son activité dans la zone frontalière d’un État membre et réside dans la zone frontalière d’un autre État membre où elle rentre en principe chaque jour. La notion de zone frontalière diffère toutefois selon les régions. Elle dépend des conventions fiscales signées entre les pays...
La formation continue dans la grande région

Dans la Grande Région, l’Allemagne, la France et le Luxembourg ont mis en place des dispositifs permettant de suivre une formation afin de s’adapter au marché du travail ou compléter son bagage initial. La formation se déroule en général dans le pays d’emploi. Mais dans certains cas, elle peut avoir lieu également à l’étranger.
Au Luxembourg

Différentes adresses sont à retenir. Afin de permettre à un salarié de bénéficier d’un Congé Individuel de Formation, d’un congé linguistique (apprentissage de la langue luxembourgeoise), ou encore d’une validation des acquis professionnels: portail luxembourgeois de la formation continue: www.lifelong-learning.lu, Ministère de l’Éducation Nationale et de la Formation Professionnelle www.men.public.lu, guichet administratif de l’État luxembourgeois www.guichet.public.lu.
En Sarre

Le congé de formation (Bildungsurlaub) permet au salarié de bénéficier de 6 jours par an pour la formation continue. Par ailleurs, la formation de promotion (Meisterbafög) permet d’accéder à des fonctions d’encadrement dans de nombreux domaines (artisanat, industrie, technique, commerce, santé…). Adresses utiles pour le Congé de formation en Sarre: Saarland Ministerium für Bildung, www.saarland.de, Liste d’organismes de formation: www.weiterbildungsdatenbank. Adresses utiles pour la formation de promotion en Sarre: Administration communale de Sarrebruck: Landeshauptstadt Saarbrücken, Tél. 0681/9050, Liste des organismes de formation en Sarre : www.BFWSaarland.de.
En Lorraine

Pour tenir compte des spécificités de son marché du travail, la Région Lorraine met en oeuvre des formations en langues et des formations transfrontalières afin d’encourager l’insertion professionnelle des Lorrains dans les pays de la Grande Région. Un exemple: la mise en place d’une formation transfrontalière de Techniciens en Transport et Logistique, en partenariat avec l’AFPA Lorraine et l’office wallon de la formation professionnelle et de l’emploi (FOREM), qui a permis depuis 2010 la formation de 28 demandeurs d’emploi belges et français à ce métier. Un partenariat entre les régions Lorraine et Wallonie a permis aussi la création, sur le Pôle européen de développement (PED) de Longwy, de la première école de la 2e chance transfrontalière qui accueille 22 jeunes français et belges. Adresse utile en Lorraine:  Portail d’information sur la formation et l’orientation tout au long de la vie, www.inffolor.org.
Un nouveau pôle de formation transfrontalier à Forbach

Le partenariat entre le Conservatoire national des arts et métiers (Cnam) et la Hochschule für Technik und Wirtschaft des Saarlandes (HTW), sous l’égide de la Communauté d’agglomération de Forbach Porte de France s’est traduit le 19 mai dernier par l’inauguration officielle d’un nouveau pôle de formation transfrontalier. Installé à Eurodev Center à Forbach, il propose une offre de formation notamment dédiée à l’économie de la santé et tournée vers l’approche franco-allemande.
Première réalisation concrète

La rentrée des premiers élèves du certificat franco-allemand «Management des institutions sanitaires et sociales et Grande Région» aura lieu dès janvier 2012.
Cette formation de haut niveau s’adresse:
- aux professionnels du secteur de la santé (médecins, pharmaciens, cadres et directeurs d’hôpitaux et de cliniques, juristes, ...),
- aux personnels des administrations, caisses d’assurances maladie, organismes d’assurance complémentaire, mutuelles, établissements de santé, entreprises publiques et privées du secteur de la santé…
L’offre de formation en matière d’économie de la santé va s’étoffer avec l’ouverture, également prévue tout début 2012, du Titre professionnel «Gestionnaire d’établissements médicaux et médico-sociaux». Contact: 03 87 88 01 10 | Joëlle BALTA.

Zeugen einer bewegten Vergangenheit ist die Großregion auf einer Fläche von beispielhaften Zusammenarbeit in Europa. Mit über 200.000 Grenze im Jahr 2010, sie die größte grenzüberschreitende Mobilität hinter der Schweiz aufgenommen. Begann in den 1980er Jahren hat diese Mobilität weiterhin bis heute wachsen, auch wenn die Wirtschafts-und Finanzkrise von 2008 und 2009 legte die Entwicklung bremsen. Die Europäische Region umfasst sechs Komponenten: dem Saarland, Rheinland-Pfalz, Luxemburg, Lothringen und der Wallonischen Region und der Deutschsprachigen Gemeinschaft Belgiens. Eine gemeinsame industrielle Struktur war der Ausgangspunkt für die Zusammenarbeit zwischen diesen Regionen. Mehr...

10 octobre 2011

Eurodoc Survey - report available for download

http://www.eurodoc.net/images/9.pngEnquête - la reconnaissance sociale des doctorants
Une enquête menée par Eurodoc (Conseil européen des doctorants et des jeunes chercheurs) sur les doctorants en Europe indique que leurs avantages sociaux sont bien souvent inexistants.
Cette enquête a été menée en 2008 et 2009 auprès de 7500 doctorants dans douze pays européens. Elle révèle qu' « une proportion relativement importante des personnes interrogées n'a pas le droit d'utiliser ses propres résultats à d'autres fins que le doctorat », une interdiction allant à l'encontre des « obligations contractuelles et légales » prévues par la charte européenne du chercheur et le code de bonne conduite pour leur recrutement.
According to the Treaty of Lisbon, entered into force in 2009, research is a cornerstone of the knowledge society. In this sense, and in order to “take Europe into the 21st century”, a special input is dedicated to the research area. Paradoxically, the information about doctoral candidates and junior researchers across Europe is clearly insufficient.
Eurodoc proposes the first study about the situation of this social group at a European level. This survey, unique in its wideness, is an excellent means of identifying some important issues affecting doctoral candidates. The survey intends to deliver relevant information and trends in doctoral education, which can be used by institutional staff involved in the scientific career process as well as by policy makers both at European and at national levels.
EURODOC is the only European organisation to have successfully realised a large scale, pan-European survey on the situation of doctoral candidates and young researchers, in cooperation with the centre for Higher Education of Kassel. The questionnaire was launched on 9 December 2008, and stayed online until 30 April 2009. The data analysis and evaluation were done between August and October 2009, and the survey publication was supported by Körber-Stiftung, EMBO and doktorat.at – ÖH Doktorat. After its presentation at the European Summit For Early stage Researchers, in Strasbourg, this afternoon, you can now download the final report here.
The final report analyses the current situation of more than 7500 doctoral candidates in twelve countries (Austria, Belgium, Croatia, Finland, France, Germany, the Netherlands, Norway, Portugal, Slovenia, Spain and Sweden). Efforts were made to match the respondents with the general population, in terms of variables such as gender, field of study and academic status. The questionnaire included 77 questions and took about 30 minutes to complete.
This study intends to answer to two main questions: a) what is the actual situation concerning funding, social benefits and working conditions of doctoral candidates; b) what are the differences regarding the different types of doctoral education models across Europe. More information on the Eurodoc Survey I is available with the Survey Workgroup and by downloading the report [pdf].
2 octobre 2011

EUCEN 43rd European Conference - Universities’ Engagement in and with Society. The ULLL contribution

http://www.uni-graz.at/weitabwwflyer_vers_alt_450.jpgThe 43rd EUCEN European Conference will be held at the University of Graz, Austria, from Wed 09 to Fri 11 May 2012. The motto of the conference will be “Universities’ Engagement in and with Society. The ULLL contribution”. Within the wider European Policy context of Lifelong Learning and "The European Year for Active Ageing and Intergenerational Solidarity" in 2012, this conference will examine the contribution of the universities, through their lifelong learning opportunities, to the development of society.
The four strands will be focusing on:

• ULLL initiating/accompanying innovation and development in regional businesses, NGOs and the public sector
• Community learning: concepts, practice, outreach work
• ULLL providing new learning opportunities for individual wellbeing, civic engagement and second careers in later life (intergenerational learning; productivity…)
• Supporting the individual learner (Who are our learners today and tomorrow? Work-life-education balance – what works? New teaching and learning methods, the role of new social media; part-time provision; workplace learning; quality assurance)
See also EUCEN 42nd Conference Bridging the gaps between learning pathways: the role of universities,
EUCEN 41st Conference Education as a right - LLL for all
,
EUCEN 40th Conference From Rhetoric to Reality,
39th EUCEN Conference Lifelong Learning for the New Decade
,
38th EUCEN Conference Quality and Innovation in Lifelong Learning - meeting the individual demands
,
37th EUCEN European Conference Recommendations for universities
,
36th EUCEN Conference University Lifelong Learning: Synergy between partners
,
Founding Meeting: UCE Collaboration & Development- England 4-5 May 1991 - Bristol
Promoting Active Citizenship in Europe- Scotland 5-8 June 2008 - Edinburgh
The University as an International and Regional Actor- Germany 29 November- 1 December 2007 - Hannover
ULLL & the Bologna Process: From Bologna to London...- Slovenia 15-17 March 2007
- Ljubljana
32nd EUCEN Symposium/4º Project Forum. France 16-18 November 2006
- Paris
Universities as a driver for regional development - Poland 18-20 May 2006
- Gdynia
30th EUCEN Symposium - 3rd EUCEN Project Forum- Italy 17-19 November 2005 - Rome
From Bologna to Bergen and Beyond- Norway 28-30 April 2005 - Bergen
28th EUCEN Symposium - 2nd EUCEN Project Forum- Lithuania 4-6 November 2004
- Kaunas

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