Evaluation strategies of skill
for a more efficient civil service
It has been concluded in June, the first phase of project "CIVIL SERVICE
APPRENTISHIP", in which have been involved Italy, with the Cenasca, like
project-leader, with collaboration of Cesfor and Erifo. The other partner
are CECE of Spain, EVC of Netherlands, and EPA of Bulgaria.
"CIVIL SERVICE APPRENTISHIP" is a pilot project and is conceived for the
crescent requirement to render the competences, that the young people
acquire through the not formal learning, during the experiences of voluntary
civil service, visible, easier to monitor and valued.
Such necessity represents an important objective to render, the outcome of
this experience mainly effective and repeatable for the working insertion of
the young people and for being able to prepare volunteer in a realization
with regard to the acquired competences.
The project, through the partner’s countries experience, has the twofold
objective to contribute to emersion of the characteristics of the voluntary
civil service like growth vocational experience, and at the same time to
value the not formal learning like moment of vocational training to 360°,
developing training strategic and a system of monitoring and assessment of
the experience in general terms and of the vocational and cross-sectional
skill learning in particular terms.
The aims of this first phase were the survey, the study and the analysis in
regard of cases study project realized in the civil service field in several
partner‘s countries.
The obtained information, through this survey, will carry out to the
planning to a well structured training so that be able to
improve the competences deriving from the not formal learning, carried out
during the voluntary civil service job, so that give an opportunity to
support the admission in the labour-market.
This phase has been concluded interchange outcome obtained to the second
meeting held in Utrecht (Holland) in June.
From the survey came out that the activities carried out from the
volunteers are identifiable in the greater part of the cases with activity
of aid to subjects disadvantaged (old people, disabled person, needy young
people) or in difficulty (unemployed persons, drug addicts, needy under age,
immigrants, other neglect subjects), next from training activities (educational-social
promotion, vocational guideline and training) and/or from cultural
activities of other type (sport, cultural, ecological, associative
promotion, defence of the rights, recreational, etc.)
From this surveying issued interesting reflection on civil service like a
vocational growth experience for young people, on the role held in this
situation of the host institution and on the opportunities offered from the
informal learning.
The first reflection regards the relationship that is settled down between
the voluntary young people and the organizations in which are introduced,
based on an informal reciprocity, that bring to a mutual growth.
From this kind of interchange, turned cross-sectional to all the experience,
take place a structured training experience (realized with processes,
practical and different modalities in accordance with the studied
institution) that has the aim to transfer to the young technical elements
conformable to each organizations, based on the pattern on the job, (learning
by doing) that prefer not only the theoretical learning but also, if not
above all the practical one.
The begins hypothesis of project, confirmed totally, was the requirement to
develop an assessment and validation system of the not formal skills, that
certify and improve the experience of the civil service like human and
professional growth in sight of the vocational inclusion, bearing in mind
the peculiarity of this experience cannot leave out from a plan of daily
life/career/job.
From the cases studies came out so that this validation is praticable must
be introduce an external observer who evaluate the formal and not formal
skills acquired from the volunteer but also the strategies put in action
from the organization in order that be able to developed. The evaluator will
have to be an observer participant who in the context of the situation can
verify the activities and the behaviours acted by the volunteers and the
institution.
But so that the skills are spendable in the labour market the organizations
have put in action a strategy starting from the personnel selection where
it’s not only gives importance to the specific and technical competences but
also, if not above all to the extreme variability of the human expressions
of the volunteers. The will of the organization is perceived to open itself
to new structured known from the previous human experiences not only
professional and formative but also of the volunteers.
Some important question still remained hanging like as an example the
validity or less to correspond a compensation, as the voluntaristic
character of the choice, and the difficulty to classify the involved
institution, given the strong variability and the spread of this type of
experience.
To have more information about the argument and to keep oneself up to date
on develop of the project can visit the website:
http://www.info-civilservice.net and enrol to the newsletter
through the same website.
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