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Luxembourg's Building skills for 2020 targets (LUXBUILD2020)

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LuxBuild2020 II targets the implementation of the national roadmap for the qualification of the craftsmen until 2020. All elements share the common objective of preparing both the blue collars community and the companies of the building sector for the challenges of the period 2017 to 2020. The key actions are based on a mind changing process and training schemes.The actions will help to achieve the 20/20/20 target, strengthen the competitiveness of the companies in the building sector and reduce the imminent danger of youth’ unemployment.Until 2020 Luxemburg requires an increase of 13’000 craftsmen or 1800 per year. These “new” craftsmen need to be well trained and qualified in the fields of energy efficiency and renewable energies.To address the challenges Luxembourger companies need to change their mentality and to take more responsibility towards the qualification of blue-collar workers.  They have to become more active in the qualification of the blue collar workers.Luxembourg’s initiative is based on two pillars:
  • initiate and create a change of mind in the companies of the  building sector
  • develop and implement  training schemes corresponding in quality and quantity to meet the  challenges 2017 to 2020
Mind changing already started during the work of the national platform LuxBuild2020 under Pillar I. The federation of craftsmen participated very actively in the development of the roadmap under Pilar I and became consortium member in 2014


Result 1: Creation of center of excellence for craftsmen:The centres provide companies with collaborators through training that responds to new technological, managerial and economic realities. They are in line with the governmental declaration and European programmes on sustainable construction and intelligent energy management.The structure complies with the EQF and allows a continuous progression of the employees. A skills reference systems was developed for thirty crafts .The centers helps to integrate people excluded from the labor market or to attract young people to crafts.Result 2: Information campaign on the challenges in the field of energie efficient building
  • 5 roadshow
  • Engagement of 3 innovative companies
  • 120 participants
  • Awareness rising for the need of continuous training
  • Contribute to the creation of a demand for trainings
Result 3: Pilot training for train the trainersThe pilot training served as a trial run in order to determine if any adjustments to our implementation plan or adaptations to the program. The organizers paid particular attention to choosing participants who are experts with broad technical and training experience. The training was attended by 5 such experts, head of companies with a large working experience in building passive house constructions. In addition 1 engineer, energy expert and 2 observers from the training department of Chamber of skilled crafts were present.Result 4:Innovative learning material: toolbox for passive housesThe so called AAA-Toolbox includes information and material for the Passive House Principles: Airtightness, thermal bridges, highly insulating envelope, ventilation with heat recovery, information about new material and demonstration videos and posters for house constructions and refurbishment with Passive House components. The focus is put on facilitating collaboration and coordination between the different construction trades. The toolbox has tested and approved by experts.Result 5: Service to facilitate applications for State supportThe service assists companies in their approach of qualifying blue collar workers. A flyer delivers all information and advices to companies how to improve the know-how of their salaries in the field of Energy efficiency. Based on personal meetings the specific training needs of the company are analysed and advices are given on subsidy programs and financing possibilities.

Lessons learned

 Lesson 1  We worked very well together with the “willing” companies, but it is difficult to interest the “not aware” companies. We have to improve the advertising of the information sessions “challenges 2017”.  Lesson 2 The Federation of craftsmen has been able to discover the potential of identifying the current and future transversal skills that are needed in the various professions of craftsmanship. The identification allows identifying the professions that will probably merge or disappear after 20/20/20. This identification also allows developing transversal training courses that cover several professions of different areas.   Lesson 3 Selecting the right trainers is important to the success of the program and a real challenge. There is where we have to work. All companies have experts who have a more profound knowledge of the subject and interest in sharing that knowledge with others.  How can we convince the construction companies to use these resources and “In-house-training/coaching” to improve the skills of their workers? 

Partners and coordinator

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Myenergy GIE
28, rue Michel Rodange
L-2430 Luxembourg
Contact point: 
Christiane Conrady
00352 40 66 58 38


In brief

16/07/2014 to 15/05/2017
Contract number: