The Jobs Again Reform in Greece

3. Mapping the “Jobs Again” reform through five key dimensions

Abstract

This chapter presents the five-dimension framework used to assess Greece’s “Jobs Again” reform in continuing vocational education and training (CVET). The framework comprises: 1) Ensuring Minimum Standards, 2) Ensuring Student Participation in Quality Learning, 3) Measuring Training Outcomes and Long-term Impact, 4) Performance-based Monitoring and 5) Co-ordination and Governance. Together, these dimensions enable a comprehensive evaluation of training quality, effectiveness, and system coherence. They also serve as a reference for international case studies and inform the report’s policy recommendations aimed at strengthening the performance and accountability of Greece’s CVET system.

This report applies a five-dimension framework to assess Greece’s “Jobs Again” reform and identify areas for improvement in its continuing vocational education and training (CVET) system. This framework enables a comprehensive analysis of all stages of the training process – from initial accreditation to sustained labour market outcomes – and will be applied not only in assessing the reform but also in guiding international case studies and formulating policy recommendations. The sections below summarise each dimension of the framework.

Ensuring Minimum Standards

This dimension focuses on maintaining baseline quality across training providers to ensure consistency and effectiveness. It sets the foundation for the entire CVET system by establishing the basic requirements that providers must meet in order to receive state funding and deliver training programmes. Key elements include:

• Licensing Requirements: Providers must meet regional or national licensing criteria to operate, ensuring that they adhere to fundamental quality benchmarks.

• Access to State-funded Programmes: Providers seeking public funding are subject to additional eligibility criteria, helping maintain a consistent level of service quality.

• Performance-based Incentives: Reward and compensation schemes are tied to measurable performance, incentivising providers to deliver high-quality training in line with public objectives.

Ensuring Student Participation in Quality Learning

The second dimension emphasises the content, delivery, and monitoring of training, placing learner needs at the centre of the system. It highlights the importance of enrolment assessments, rigorous teaching practices, and continuous oversight. Key elements include:

• Student Enrolment and Assessment: Providers conduct pre-training assessments to ensure the right learner is matched to the right programme.

• Course Delivery Standards: Training institutions adhere to guidelines on instructional methods and expected learning outcomes.

• Ongoing Monitoring: Continuous evaluation of the learning process to confirm that participants are acquiring relevant skills.

Measuring Training Outcomes and Long-term Impact

Dimension three goes beyond immediate training indicators and looks at how well programmes prepare learners for sustainable careers. This perspective draws attention to long-term performance measures such as employment retention and career progression. Key elements include:

• Certification and Feedback: Official certifications and participant satisfaction surveys provide short-term indicators of success.

• Independent Evaluations: Post-training assessments track skill development, employment outcomes, and workforce integration.

• Long-term Impact: Continued follow-up to ensure that training programmes remain aligned with evolving labour market requirements.

Performance-based Monitoring

This dimension emphasises the link between tangible outcomes and funding or recognition, holding providers accountable for their results. It builds upon the foundations set in Dimensions 1, 2, and 3, rewarding effective training and signalling areas needing improvement. Key elements include:

• Linking Funding to Performance: Financial support is contingent on concrete outcomes, encouraging providers to maintain high standards.

• Outcome Metrics: Key performance indicators (KPIs) focus on employment rates, skill gains, and participant satisfaction, among other measures.

• Ongoing Monitoring: Regular reviews of short- and long-term data ensure that providers continuously meet required benchmarks.

Co-ordination and Governance

The fifth dimension addresses how well institutions work together to implement policy, oversee quality, and drive system-wide improvements. It ensures there is no duplication or fragmentation in responsibilities, and that the entire CVET landscape functions as a coherent whole. Key elements include:

• Institutional Alignment: Defining the roles of regulatory bodies such as DYPA (Greece’s Public Employment Service) and the Ministry of Education to minimise overlap.

• Stakeholder Engagement: Collaborating with employers, industry representatives, and social partners to keep training relevant.

• Cross-Sector Collaboration: Co‑ordinating among education institutions, employment services, and government agencies to support seamless learner transitions from training to work.

• Accountability and Oversight: Establishing transparent performance monitoring procedures to ensure goals are consistently met.

• Data Integration: Creating real-time data-sharing systems to track learners’ progress and labour market outcomes.