This publication is a summary of the proceedings of a French Presidency of the EU conference supported by the European Commission's Directorates for Education and for Employment. The conference aimed to identify the challenges, to set out common findings, and to outline measures taken to make lifelong learning more effective. Lifelong learning was seen as at the heart of the flexicurity principle.

As you will see from the proceedings, most of the time was devoted to issues concerning initial and continuing vocational training: access by SMEs, by older, disabled, migrant, unskilled; employer or employee led;  partnerships, motivation; costs and benefits.

The importance of career guidance and counselling was underlined by Heléne Clark, director of the EC's DG for Education, and was also underlined in the French Secretary of State for Employment's discourse on training system reform.

The ministers for VET of the European Union , the European Social Partners and the European Commission met in Bordeaux, France under the French Presidency of the EU in 2008 to review priorities and strategies in European cooperation in VET. The outcome of their discussions is known as the Bordeaux Communique.

The Communique outlines the process of cooperation since 2002, describes the key EU instruments created and their impact on national policies. It sets out a new strategic vision for 2008-2010, especially the challenges of globalisation. The Communique proposes four priority areas for future action:

• national implementation of cooperation instruments and agreements
• improving the quality and attractiveness of VET
• improving links between VET and the labour market
• strengthening European cooperation arrangements.

The Communique makes very explicit the centrality of the provision of career guidance to VET and CVET policies for young people and adults.

It calls for:

• facilitating access to information and lifelong guidance and counselling services through the successful implementation of the 2008 Council Resolution on Lifelong Guidance (which may be found elsewhere on this web site)
• action to be taken to promote guidance systems which help young people and adults to cope better with transitions within education and training and all along their career paths
• improve guidance and counselling services to ease transition from training to employment.

Recommendation 195 concerning human resource development - education, training and lifelong learning - has 11 chapters including:

• development and implementation of education and training policies
• education and pre-employment training
• development of competencies
• training for decent work and social inclusion
• framework for the recognition and certification of skills
• training roviders
• career guidance and training support
• research
• international and technical cooperation.

Members agreed through social dialogue to formulate, apply and review national human resource development, education and training, and lifelong learning policies which are consistent with economic, fiscal and social policies. Career guidance is positioned as central to national HRD policies.

Given the increasing policy importance being paid to the development of the skills to manage one's career, learning and work pathways in a lifelong learning context(Council of European Ministers of Education, 2008), this Australian publication is very timely to provide guidance on what exactly these skills look like. A joint initiative of the federal, state and territorial governments, and published by the Ministerial Council on Education, Employment, and Training and Youth Affairs, this recently released document provides a framework for the design, implementation and evaluation of career development rogrammes for young people and adults. It identifies the skills, attitudes, and knowledge that individuals need to make sound choices and to effectively manage careers.

It is divided into three sections:

• What are career management competency skills?
• Who uses the Blueprint?
• What is the Blueprint used for?

There is a very useful Blueprint toolkit included - a series of resources to be downloaded to inform and enhance career development programmes and activities.

This is a joint strategy and implementation plan for career guidance services in Northern Ireland of two government ministries/ the Department of Education and the Department for Employment and Learning. Based on extensive consultation exercises on its proposals of 2007, the document outlines a new comprehensive strategy for the delivery of career guidance services and the challenges involved. It articulates a vision for the future and maps the actions required to deliver it.

The vision is subdivided into five themes:

1. Careers education
2. Access to careers information
3. Improving careers advice and guidance
4. Improving quality
5. Improving professional development.

This is the Danish translation of the European Council of Education Ministers' Resolution (2008) on better integrating lifelong guidance in strategies for lifelong learning. The Resolution defined four key areas/axes to guide national reforms of policies and systems:

This is the German translation of the Council of Education Ministers' Resolution (2008) on better integrating lifelong guidance into lifelong learning strategies.

It defines 4 key axes of action for the reform of guidance services in Member States:

This Report was presented by Deputy Guégot to the French National Assembly in December 2008. It examined:

• problems in initial and continuing training supply: quality, transparency, funding, governance
• inequalities for young people and adults in accessing training
• difficulties in career guidance provision to support youth and adult participation in training.

It presents 16 propositions to address these issues.

This is an interesting study of adult employees in France who took advantage of their legal right to further education and training by participating in training provided by AFPA, the government institution charged with the vocational training of adults. 12000 such adults were surveyed with a view to discovering their motivation for using their legal right and what happened to them within 6 months of completion of training.

-66% of those surveyed wanted to change the type of work they were doing;

-54% wished to obtain a qualification;

-48% undertook a training programme that bore no relationship with their previous job.

The results of this survey are a healthy reminder of the guidance needs of employed adults. AFPA is particularly good at guidance for adults who wish to enter training programmes.

O Conselho da Uniao Europeia de Novembro de 2008 convidam os estados-membros a:

• favorecer a aquisicao da capacidade de orientacao ao longo da vida
• facilitar o acesso de todos os cidados aos servicos de orientacao
• desenvolve a garantia de qualidade dos sericos de orientacao
• incentivar a coordenacao e cooperacao dos diversos intervenientes a nivel nacional, regional e local.