A model for industry engagement in the accreditation process
Best practices A model for industry engagement in the accreditation process Users: Policymakers, Industry, SMEs | Theme: Accreditation and certification | Action: Policy/guideline | Beneficiaries: Training Providers (Private), Training Providers (Public), Policymakers, Industry, SMEs | Countries: Ireland. Skillnet Ireland Skillnet Ireland Donal Grimes The EU Commision report titled Pact for Skills: Analysing of Upskilling and Reskilling Policy Initiatives and Identifying Best Practices” ranked the model deployed by Skillnet Ireland in Ireland, first out of 47 in benchmarking, based on overall average key performance metrics, as well as topping the analysis for impact on businesses and impact/contribution to the economy including to the digital and climate agenda. Central to the Skillnet Ireland model are the Skillnet Business Networks: clusters of private sector businesses that collaborate based on a sector, or multiple sectors within a region, to provide upskilling and reskilling programmes to companies. With 70 Skillnet Business Networks nationwide, companies can find a network based on a particular sector, or within a region. The business networks identify the skills needs impacting their region/sector and establish the requirements for the respective industry in relation to accreditation. The challenge? In the Irish context, the challenges nationally include: Fragmentation across sectors: Different industries and sectors often follow different accreditation frameworks (e.g., QQI in education, NSAI in standards, CORU in healthcare). Populating the talent pipeline and addressing skills shortages: There can be a disconnect between what training/education providers offer and what industry actually requires in accredited qualifications. SME Engagement and awareness: Small and medium-sized enterprises (SMEs) often lack awareness, resources, or understanding of accreditation processes. Funding and support structures: Accreditation processes can be costly and resource-intensive. Lack of real time labour market intelligence: Difficulty in gathering timely and localised data on evolving industry needs. Our solution The Skillnet Ireland Business Network Model is built on a national framework of business networks. These networks act as intermediaries between enterprises and training providers, fostering collaboration and ensuring that training programmes are demand-driven and aligned with both sectoral and national priorities. Rather than relying solely on traditional education systems, the model empowers businesses—particularly SMEs—to identify critical skills gaps and co-develop training solutions that often lead to recognised accreditation. Business networks facilitate engagement across diverse sectors, reduce administrative burden, and support access to micro-credentials, recognition of prior learning (RPL), and formal qualifications. They also enable real-time intelligence gathering by maintaining close contact with employers, allowing for agile and targeted responses to emerging trends. This collaborative and flexible structure helps address a range of systemic challenges: it supports alignment across fragmented accreditation systems, ensures training is relevant and recognised, simplifies SME participation, and makes accreditation more accessible and cost-effective through shared resources and financial supports. Outcomes 1. Increased Alignment Between Industry and Accreditation Bridged the gap between industry needs and education offerings, resulting in more job-ready graduates and upskilled employees. Enabled the mainstreaming of micro-credentials and flexible learning pathways—recognised increasingly in formal systems. 2. Enhanced SME Participation in Accreditation and Upskilling Over 80% of Skillnet Ireland’s participating companies are SMEs, many of whom could struggle to access accredited training, without the Skillnet Ireland support systems and funding 3. Improved Responsiveness to Skills Shortages Real-time employer feedback through Skillnet Business Networks and rollout of new training (e.g., in AI, sustainability, cyber, medtech). Enabled the rapid scaling of talent pipelines in high-demand sectors (ICT, pharma, construction, green economy). Supported sectoral transformation by enabling existing workforces to transition into new, accredited roles (e.g. Offshore Wind Academy). 4. Reduced Regulatory and Administrative Burden Networks can act as a ‘navigator’ for regulatory complexity, streamlining access to compliance-related training and accreditation. 5. Increased Labour Market Intelligence and Policy Influence Networks support the production of sector-specific Talent and Skills Reports, influencing national policy and education programme development. Anticipated emerging skill gaps (e.g., cybersecurity, data governance, AI ethics), enabling pre-emptive programme development. Key takeaways Build governance structures that put employers in the lead of programme design. Avoid ‘top-down’ training mandates – instead, co-design solutions with end users (businesses) Create collaborative, peer-based training networks around shared industry needs or regional challenges. Use intermediaries (Chambers Ireland, industry groups) to build bridges between businesses and training/accreditation providers. Embed accreditation partners early in programme development. Use modular, stackable credentials that can build toward formal qualifications over time. Build agile programme structures that can pivot quickly. Establish ongoing labour market sensing mechanisms through direct employer feedback. Design services and communications specifically for SMEs, with practical guidance, shared services, and peer learning. Use localised/regional outreach and relationships to engage hard-to-reach businesses. Leverage real-time data from industry networks to inform policy and programme direction. Consider training networks as a two-way channel: delivering skills on the ground and gathering intelligence for policymakers. Learn more here
Best practice layout
LEADSx2030 best practices Assessing and recognising individually acquired digital competencies through the digital skills profile platform Users: Industry, SMEs | Theme: Accreditation & certification | Action: Stakeholder collaboration, Framework / Methodology | Beneficiaries: Labour force employed, Labour force unemployed, Learners (non-STEM background). Valerie Michaelis Deputy Secretary General Fit4internet is a non-profit initiative aimed at enhancing digital literacy across Austria. By using the Digital Competence Framework (DigComp AT), which identifies key components of digital competencies and aligns with European standards, Fit4internet helps individuals showcase their digital skills. The Fit4internet platform offers a way to track and prove digital competencies, helping with employability and ensuring that the Austrian workforce has the necessary ICT skills to meet market demands. Through the digital skills profile platform, the initiative supports both individual growth and the development of a digitally capable society. The challenge? Managing proof of competencies acquired through various learning methods, including formal education, non-formal training, and informal certifications, which can lead to inconsistent records. Securing sustainable funding to support the continuous development of new digital competencies, ensuring that programs remain up-to-date with evolving market needs. The second main challenge was fostering broad participation and engagement, especially among groups who may lack access to digital tools or education. Our solution The Fit4internet platform provides a centralised, user-friendly system to manage and showcase digital competencies, aligning with the European Qualifications Framework (EQF). Through this platform, individuals can track and showcase their digital skills, making it easier for employers, educators, and organisations to assess their talent. The platform allows users to create an e-portfolio that showcases their digital skills, with the option to share it through a link or as a PDF. This portfolio highlights the digital competencies that a user has acquired, linked to their certificates. These certificates can be formal, non-formal, or informal. The platform also supports the generation of a digital skills profile that showcases the user’s acquired skills. Users earn digital badges as a visual representation of their skills. This allows them to continue with their learning journey, while showing off their competencies to others. Outcomes 15 Lorem ipsum dolor sit amet, consectetur adipiscing elit. Ut elit tellus, luctus nec ullamcorper mattis, pulvinar dapibus leo. 15 Lorem ipsum dolor sit amet, consectetur adipiscing elit. Ut elit tellus, luctus nec ullamcorper mattis, pulvinar dapibus leo. 15 Lorem ipsum dolor sit amet, consectetur adipiscing elit. Ut elit tellus, luctus nec ullamcorper mattis, pulvinar dapibus leo. Key takeaways Fit4internet engage multiple stakeholders from academia, industry, and policy to develop holistic and relevant digital competency frameworks. They also use widely applied frameworks to measure skills gaps, enabling better planning for individuals and institutions. By doing this they improve reinsertion rates into the labor force by addressing individuals digital skill gaps and aligning them with market needs. This benefits companies by providing clear insights into the skillsets that are being developed and that are available in the workforce. Learn more here Case Summary– Context: Fit4internet is a non-profit initiative aimed at enhancing digital literacy across Austria. By using the Digital Competence Framework (DigComp AT), which identifies key components of digital competencies and aligns with European standards, Fit4internet helps individuals showcase their digital skills. The Fit4internet platform offers a way to track and prove digital competencies, helping with employability and ensuring that the Austrian workforce has the necessary ICT skills to meet market demands. Through the digital skills profile platform, the initiative supports both individual growth and the development of a digitally capable society. Challenge: The challenge faced is managing proof of competencies acquired through various learning methods, including formal education, non-formal training, and informal certifications, which can lead to inconsistent records. Securing sustainable funding to support the continuous development of new digital competencies, ensuring that programs remain up-to-date with evolving market needs. The second main challenge was fostering broad participation and engagement, especially among groups who may lack access to digital tools or education. Identified Approach / Solution: The Fit4internet platform provides a centralised, user-friendly system to manage and showcase digital competencies, aligning with the European Qualifications Framework (EQF). Through this platform, individuals can track and showcase their digital skills, making it easier for employers, educators, and organisations to assess their talent. The platform allows users to create an e-portfolio that showcases their digital skills, with the option to share it through a link or as a PDF. This portfolio highlights the digital competencies that a user has acquired, linked to their certificates. These certificates can be formal, non-formal, or informal. The platform also supports the generation of a digital skills profile that showcases the user’s acquired skills. Users earn digital badges as a visual representation of their skills. This allows them to continue with their learning journey, while showing off their competencies to others. Outcomes: Key takeaways: Fit4internet engage multiple stakeholders from academia, industry, and policy to develop holistic and relevant digital competency frameworks. They also use widely applied frameworks to measure skills gaps, enabling better planning for individuals and institutions. By doing this they improve reinsertion rates into the labor force by addressing individuals digital skill gaps and aligning them with market needs. This benefits companies by providing clear insights into the skillsets that are being developed and that are available in the workforce.