Higher level apprenticeships could play a key role in the upskilling and reskilling of adults. The increasing significance of this topic was reflected in one of the thematic sessions held within the recent regional seminar co-organised by DG Employment, Social Affairs and Inclusion of the European Commission and the European Training Foundation (ETF) for the ETF partner countries. During the session, representatives from three* countries presented good practices outlining the opportunities and challenges of higher level apprenticeships at system and at programme level: France, Italy and Serbia. 

Higher level apprenticeships in France 

France has experienced a surge in enrolled apprentices since 2018, largely due to a new bill revamping the French apprenticeship system. The legislation simplified financing through a state-collected levy re-distributed to training centres, which can also be managed by companies. The reform, building on a strong apprenticeship system and coupled with increased financial aid during the COVID-19 crisis, fostered a mutually beneficial scenario for companies and apprentices. 

However, challenges persist, notably in the sustainability of funding for higher level apprenticeships. Private companies heavily depend on state support, but future reductions pose a risk as businesses will struggle to cover higher level apprenticeship costs. Additionally, competition is rising between public and private higher education institutions, with private institutions experiencing a spike in enrolled apprentices. 

Establishing higher level apprenticeships in Serbia 

Since their establishment in 2019, thanks to strong government support, Serbian higher level apprenticeship programmes have garnered positive feedback for their capability to advance students’ vocational education careers and in prospect to enhance the skills of the workforce. 

Nonetheless, based on the still recent experience, the number of adequately trained in-company trainers is scarce. To address this issue, it is crucial to train and support existing trainers in effective knowledge transfer and communication with higher education institutions, alongside ensuring fair compensation for their efforts. 

Apprenticeships in Italy’s higher technical institutes 

As another good practice example, Italy’s higher technical institutes (ITS) offer an innovative form of higher vocational education delivered also in apprenticeships. In Piedmont, ITS like the Aerospace Higher Technical Institute thrive with regional support, through which they can offer apprenticeship contracts in partnership with private companies. Students, recognised as both learners and workers, are guided by a scientific coordinator to ensure the success of the apprenticeship training plan, attached to the employment contract. 

ITS rely on multi-stakeholder foundations involving universities and technical schools, companies, innovation hubs, local bodies, and VET providers. Their governance allows successful management of dialogue between schools and companies, which results in co-designing training programmes, apprentice-company collaboration, and jointly supported in-company training delivery. 

Practical Engineering Training in Israel 

The Technological College for Practical Engineering in Karmiel** (Israel) offers a two-year Practical Engineering Training Programme leading to EQF level 5 qualifications, achievable also in apprenticeships.  

Apprenticeships are managed with the support of dedicated figures in the college, like the employer coordinator, who oversees apprenticeship placements; and the apprenticeship coordinator who assists students with CV writing, job interviews, expected conduct, and functioning throughout the apprenticeship. Allowing curriculum customisation, these apprenticeships have shown to be effective opportunities also for adult workers’ upskilling and reskilling. Businesses play an active role in selecting motivated students, leading to higher graduation rates and stronger employment prospects e.g., in terms of higher wages. 

Nevertheless, the programme is faced with some hurdles, as it requires apprentices to show strong dedication to participate in intensive programmes. The college’s employer coordinators are also finding it challenging to maintain strong student–industry connections. Sufficient resources are also needed to cover living expenses, scholarships and tuition.