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Die zweite Phase des Programms LEONARDO DA VINCI ist zur Hälfte abgelaufen. Der Beitrag stellt wichtige Veränderungen in Anlage, Durchführung und Wirksamkeit des europäischen Berufsbildungsprogramms dar, wobei ausschließlich so genannte Innovationsprojekte betrachtet werden. Daneben werden im Programm mit erheblichem Mitteleinsatz Mobilitätsprojekte sowie Studien/ Erhebungen finanziert. Der Stand der Durchführung von LEONARDO wird anhand der vier Leitlinien Projektfindung, Projektauswahl, Ergebnisorientierung der Projekte, Nutzung und Umsetzung der Projektergebnisse dargestellt, um anschließend Hinweise für die künftige Programmgestaltung und insbesondere die neue Generation der europäischen Bildungsprogramme abzuleiten.

Seit den letzten Jahren ist es für junge Menschen schwieriger geworden, nach der Ausbildung einen Arbeitsplatz zu finden. So haben sich die Aussichten auf Beschäftigungsmöglichkeiten nach der Ausbildung im Metall- und Elektrobereich drastisch verschlechtert. Waren es 1991 noch 12 Prozent (Metall) bzw. 10 Prozent (Elektro) der Absolventen, denen keine Übernahme in Aussicht gestellt wurde, waren es 1993 bereits 28 Prozent (Metall) bzw. 27 Prozent (Elektro). Die derzeit besonders gravierenden Integrationsprobleme ergeben sich vor allem aus der Nichtübernahme der eigenen Ausgebildeten in Großbetrieben und Betrieben mit ungünstiger wirtschaftlicher Situation. Um die Übergangsprobleme der jungen Facharbeiter kurzfristig zu reduzieren, werden unterschiedliche Konzepte entwickelt und in die Praxis umgesetzt. Dazu gehören tarifvertragliche Regelungen und Betriebsvereinbarungen, aber auch landespolitische Bemühungen, um zur Überwindung des Problems an der zweiten Schwelle beizutragen. Es ist aber auch notwendig, langfristige Strategien zu entwickeln, um die Integration der nachwachsenden Generation in eine qualifizierte und existenzsichernde Berufstätigkeit zu gewährleisten.

Die vorliegende Literatur über die Ausbildungs- und Arbeitsmarktsituation ausländischer Jugendlicher belegt eine erhebliche Benachteiligung im allgemeinbildenden Schulsystem und eine statistisch nicht erfaßte hohe Arbeitslosigkeit bei dieser Gruppe von Jugendlichen. Der Zugang zur beruflichen Bildung ist ihnen vielfach dadurch verschlossen, daß ihnen die notwendigen schulischen und sprachlichen Voraussetzungen hierfür fehlen, die ausländerrechtlichen Bestimmungen einer Ausbildungs- und Arbeitsaufnahme entgegenstehen und sie besonders hart vom gegenwärtigen Ausbildungsplatzmangel betroffen sind. Damit ist ihnen der Weg in ein Randgruppendasein mit allen diskriminierenden Folgewirkungen vorgezeichnet.

Fritsch GmbH in Steinwenden was established as an electrical company in 1949. Today it employs skilled workers in four different main trades and also has a separate commercial division. Ownership of the family-run company has now passed to the third generation. Initial and continuing VET for its own skilled workforce has always been a key focus. In this interview, Julia Hunsicker speaks about the routes via which the company acquires and trains its trainees and staff and about how it is overcoming the challenges emerging in the wake of the digital, social and ecological transformation. She also particularly directs her attention to the specific areas of potential at a small company.

Waning trust in democratic institutions, increasing disenchantment with politics and a strengthening of extremist and populist leanings are topics which VET needs to tackle more than ever before. In November 2023, the Düsseldorf Chamber of Crafts and Trades conferred the Georg Schulhoff Prize on BIBB President Friedrich Hubert Esser. This award recognises outstanding services and contributions to VET made by persons and institutions. In his acceptance speech, Professor Esser highlighted how education for democratic citizenship is an important aspect of holistic VET. The significance of this for our liberal society and for future generations is a topic which he continues to pursue.

A huge expansion of renewable energies is needed if climate goals are to be achieved. The areas of transport, and electricity and heat generation especially affected. Alongside the emphasis on growing renewable energies, there is a further focus on aspects such as energy-efficient building construction and on the resources-efficient production and environmentally friendly transportation of goods.
This issue of BWP investigates which sectors, occupations and companies face particular demands in this regard. It also looks at how the ecological transformation is affecting the development and training of skilled workers and at the challenges which are emerging for the vocational education and training system.

Skilled worker shortages and worries as to where the next generation will come from in the traditional training occupations are increasingly growing, especially in rural regions. For this reason, SMEs in the country areas surrounding Paderborn have launched a new initiative. The Vocational Training and Continuing Training Network for the Private Sector (BANG), which has been in existence for over 20 years, will now be joined and reinforced by a cross-sector BANG StarterCenter in East Westphalia. The Vocational Orientation Centre (BOZ) has been successfully conducting training marketing together with companies and under a single umbrella since 2017.

Germany has a low level of youth unemployment in international comparative terms. Practice- related (dual) training is often cited as a reason for this. But how do young people succeed in making the transition to the labour market and thus achieve integration into working life? This article uses data from the microcensus to analyse occupational integration approximately two years after successful completion of a vocational or higher education qualification.

The European mobility programme Erasmus has delivered success in the form of more than nine million participants in three decades. Since 2014, the promotion of mobility has been pooled across all educational areas in the Erasmus+ programme. However, vocational education and training learners have not yet been able to tap into the successes achieved in the higher education sector. Why is this? What sort of persuasion needs to take place, and how must general conditions be improved so that more trainees are able to take advantage of the opportunities offered by a period of training spent abroad? These are also questions which are a matter of concern to the Chair of the European Parliament Committee on Culture and Education.

The Sunneziel Meggen nursing home and centre for the elderly in the Swiss Canton of Lucerne offers older people a range of living and care options. The institution provides training in nine basic professions and training occupations to train the skilled workers who are employed there. In addition to this, students receive professional instruction during their placement phases. Magdalena Fuchs has been training coordinator since 2011 and is therefore not only responsible for the initial and continuing vocational education and training of the next generation of skilled workers but also for the qualification and support of the training personnel.

A key success criteria for future-oriented and innovative education and training is the strategic orientation and the timely adaptation to future requirements. The primary objectives must therefore be to equip the next generation with precisely the right competencies at the right time. Siemens AG has analysed the changes taking place as part of growing digitalisation in the world of work in the “Industry 4.0@SPE” project. The results and conclusions for the development of skilled workers are outlined in this article.

The increased use of renewable energies has led to a highly differentiated generation landscape in the energy sector. This has also given rise to new demands in terms of the network infrastructure and the use of the generation and consumption data. Following a brief introduction to the Smart Grid field of technology, the article presents the changed valued-added chain and the occupations involved along the technology chain, and points out the consequences which result from this for vocational education and training.

For around 15 years the firm Fahrion Engineering GmbH & Co. KG has been meeting the challenges of demographic change in its own way. This has its roots in the company’s particular biography, which has resulted in its own unique approach to staff recruitment and a particular appreciation of the value of older employees and the strength of their informal competences. The article cites reasons which necessitate targeted communication with the generation aged 50+ when recruiting and employing skilled workers.