Vocational training in Germany - The dual system-
Vocational training in the Federal Republic of Germany is
provided on the job and in vocational training schools. Based on
what is referred to as the dual system, practical vocational
training is given at work, backed up by theoretical training and
general education provided in vocational training schools which are
generally attended on one or two days a week.
The characteristic feature of this system is that the provision
of knowledge and skills is linked to the acquisition of the
required job experience. This ensures that training will proceed
under the same conditions that the trainee will encounter when
practising his chosen occupation. Only on the job will a trainee be
able to learn to cope with the constantly changing demands of the
job and to appreciate the variety of social relationships that
exist in the field of labour. In addition, learning bay doing will
give a sense of achievement and provide a special source of
motivation for the trainee. It promotes independence and a sense of
responsibility, which are indispensable qualities in a developed
industrial country, because by tackling concrete tasks under true
working conditions the trainee can give evidence of the knowledge
and skills he has acquired and can himself experience the success
of his efforts. This shows that training on the job is more than
just a process of institution – alized and organized learning.
The vocational training act
The importance of plats for training is reflected in the fact
that standards and rules for this kind of training were set up by
the self-governing economic bodies, i.e. mainly by the Chambers of
Industry and Commerce. It was not until 1969 that a Vocational
Training Act was passed by the German parliament that brought
together the few relevant regulations contained in other
legislation and gave the force of law to much that had until then
been regulated by the statutes of the Chambers of Industry and
Commerce. The Act made no alteration in the training system itself.
In the year 2005, this Act was comprehensively amended.
The Vocational Training Act regulates not only the training of
young persons after their period of compulsory school attendance.
As determined in the Act, the concept of vocational training
comprises initial training, further training and vocational
retraining. In conformity with the powers of jurisdiction laid down
in the German Constitution, the Vocational Training Acts does not
apply to vocational training schools, for which the constituent
states of the Federal Republic (the “Laender”) are responsible. The
form of German vocational training, with its basis of learning by
doing and with the training employers as its central element, meant
that regulations governing it could not be taken from education law
alone. There is also a very extensive labour law component. For
instance, the relationship between employer and trainee is based on
a civil law training contract which is subject to the legal
principles and provisions governing contracts of employment,
provided there are no other provisions to the contrary.
Training and Labour Market
With this system there is a direct link between training
capacity and the demand for skilled labour. There is no call for
state planning, nor even for regional or nationwide planning. The
decisions taken by the individual companies as to their trainee
requirements make up both the aggregate demand and the aggregate
supply of trainee vacancies. Thus the aggravating consequences of
misdirected planning are avoided. There is in addition a constant
exchange between training and non-training companies, so that any
necessary adjustment of individual company decisions is effected
via the labour market. One can hardly think of a more effective
coordination of the systems of training and employment. Such close
integration of training, which is effected by the companies
themselves. In other words, expenditure on training is operating
expenditure, and is thus reflected in costing.
The process of Training
While any company is free to decide whether or not to take on
trainees, the process of training itself is of course governed by
certain rules. This is especially true with regard to the scope of
individual training. Section 1 of the amended Vocational Training
Act 2005 states as follows: ‘The object of initial training shall
be to provide, in a changing working environment, the necessary
technical abilities, knowledge and skills (professional scope of
action) through a systematic training programme to engage in a
skilled form of occupational experience.’
The act says in another section that as a basis for regulated
and uniform vocational training, the responsible federal minister
is charged with issuing training regulations specifying the title
of the trainee occupation, the period of training (generally
between two and three years), and the abilities, the knowledge and
skills to be imparted in the course of training.
Every training employer is obliged to provide training
systematically in accordance with a syllabus and timetable and in a
form appropriate to the aim in view. The nature, syllabus,
timetable and purpose of the training must be set forth in the
training contract. To assist employers in setting up the training
plan relating to each course of training, the training regulations
are issued together with an annex giving guidelines on the
systematic presentation of the syllabus and timetable of training.
There has been a tendency in recent years to present training
contents in the form of learning objectives. It is of decisive
importance for any such presentations to make it quite clear that
the essential feature of in-plant training is learning by doing.
Thus there is no need to adopt categories of learning objectives
such as have been formulated in educational theory. Instead,
concepts should be employed that will be readily intelligible to
the training employer as well.
350 recognized training occupations
In Germany there are currently some 350 officially-recognized
training occupations, representing the basis for more than 15,000
adult occupations. That is to say that specialization does not come
until training is completed, but that young persons are then able
on the strength of their training to choose between several
occupations. They are highly mobile, as training in the job also
imparts qualifications that may be put to general use and are not
bound to occupational skills. The training regulations are a
central element of the German vocational training system. Although
they are incorporated in state law, trade and industry also play a
decisive part in their formulation. In the preparation of these
regulations, the responsible federal minister is assisted by the
Federal Institute of Vocational Training, which in turn is advised
by committees of experts representing the different occupational
groups and appointed at the suggestion of the leading organizations
of trade, industry and the unions. In their discussions, which are
often difficult and protracted, the representatives must aim at
making due allowance for the widely differing conditions throughout
the working environment.
Harmonization between companies and vocational schools
An important issue in Germany’s dual training system is the
allocation of training contents to the training employers or to the
vocational training schools. Based on the qualifications required,
which in turn are derived form the demands made by the work
process, this allocation will depend solely upon which of the two
sources of training provide the optimum conditions for imparting
specific training contents. The simple pattern of practical
training at work and theoretical training at school is no longer
adequate for present-day demands. Coordination is made more
difficult in practise, because the powers of jurisdiction over
vocational training as laid down in the Constitution assign the
training employers to the Federal Ministry of Economic Affairs and
the vocational training school to the ministries of education of
the federal Laender.
The Companies’ Qualification for Training
The above-mentioned need to make due allowance for differing
conditions throughout the working environment in formulating
training regulations does not mean that every employer will have to
be able to undertake training in accordance with these regulations.
There will always be firms that are unable to provide training,
whether because of their structure, their facilities, their degree
of specialization, their production programme, the services they
offer, their personnel structure and the like.
Technical developments have meant that training contents,
particularly in the field of industrial training, have become
increasingly complex; so much so, in fact, that in training for a
large number of occupations specific training contents, especially
what are known as the basic skills, have to be imparted independent
of production, in separate training courses. For this purpose,
medium and large-scale enterprises have installed special training
workshops. For those firms that are too small to operate their own
facilities, training workshops above single-firm level have been
established by the Chambers and by professional associations.
However, such facilities are no substitute for, but only a
supplement to, training on the job, as they cannot provide the
above-mentioned advantages of in-plant training: they can at best
provide only a simulation of practical work. Attendance at the
vocational training schools, which accompanies on-the-job training,
is compulsory for every trainee for twelve hours of instruction a
week. The schools are state-run. The emphasis in instruction is on
the occupation in question, and instruction is generally given in
classes specializing in one occupation.
Tasks of the Chambers of Industry and Commerce
The principles tasks undertaken by the Chambers of Industry and
Commerce in vocational training are the following:
Looking after and supervising training matters
One of the most important tasks of the Chambers is advising
training employers on all problems connected with training, e.g.
the training occupations to be considered, how training should be
structured, the use of training aids, and educational,
psychological and legal questions. The Chambers of industry and
Commerce also give advice to trainees. Any employer wishing to
engage trainees must fulfil certain conditions as regards his
suitability for this task. The firm must be able to offer
facilities, production programmes or services on the basis of which
the prescribed knowledge and skills may be imparted. In addition,
the training employer and any training officers must have specific
personal, professional and teaching qualifications. The Chambers of
Industry and Commerce will ascertain before the start of training
and also during the course of training whether these qualifications
are present. This is done on the basis of a vocational training
register kept by the Chamber of Industry and Commerce, in which all
vocational training contracts must be entered. The task of looking
after and supervising training matters is assigned to the training
counsellors on the staff of each Chamber of Industry and
Commerce.
Interim and final examinations
Generally every trainee must sit an interim examination in the
course of his period of training. The examination serves to
ascertain the level the trainee has reached. The competent Chamber
of Industry and Commerce establishes boards of examiners to hold
these examinations.
Every trainee sits a final examination at the end of his period
of training in order to show that he has acquired the necessary
professional qualifications. To hold these examinations, the
responsible Chamber of Industry and Commerce will establish boards
of examiners consisting of at least three members, being employers’
and employees’ representatives in equal numbers and at least one
vocational school teacher. Rules to be observed in connection with
final examinations are issued by the Vocational Training Committee
of the Chamber, consisting of employers’ and employees’
representatives in equal numbers and vocational school teachers as
consultant members. These rules make provision for the conditions
of admission, the form of examination, the criteria for marking,
the issue of examination certificates, the consequences of breaches
of the rules and the possibility of repeating the examination. The
abilities to be examined are laid down in the training regulations.
According to the occupation, they may provide for a test of
practical and/or theoretical skills. The practical examination will
call for samples of work and/or test workpieces. The theoretical
test is conducted as a written and/or oral examination.
After having passed the examination, the trainee will receive an
examination certificate issued by the responsible Chamber of
Industry and Commerce. This certificate is not an authorization.
Its principle purpose is to show that the person concerned has
acquired the qualifications necessary for a specific occupation.
But it is also the basis for professional progress and career
advancement. Passing the final examination is one of the conditions
for admission to the Masters’ examination and many other further
training examinations, for demonstrating the aptitude for training
in a number of branches of trade, industry and commerce, and in
many cases basis for the assertion of collectively-agreed
claims.
Further training
The Chambers of Industry and Commerce may hold examinations as a
basis for a uniform vocational training. The Vocational Training
Committees issue special regulations governing the subject matter,
purpose, standards, procedure and conditions of admission of such
examinations. The Chamber of Industry and Commerce establishes
boards of examiners to hold the examinations, subject to the same
conditions as for the final examinations. To achieve an orderly and
uniform system of further training, the Federal Minister for
Education and Research may issue ordinances regulating the
examinations. The Chambers of Industry and Commerce collaborate in
formulating such regulations through experts whom they appoint.
However, the activities of the Chambers of Industry and Commerce
in the filed of further training are not confined to holding
examinations. They also provide further training measures. In this
context one may distinguish between training for advancement, the
object of which is to enable the trainee to gain advancement in his
job, i.e. to take on a better-qualified position in his firm and
training for adaption, the object of which is to retain and to
extend occupational knowledge and skills and to adapt them to
technical developments. These are generally short-term measures,
while training for advancement will normally require the trainee to
attend courses totalling 500 to 700 hours of instruction. As a rule
only these courses are completed by sitting an examination held by
the Chamber.
Vocational retraining
The Chambers of Industry and Commerce hold examinations for
persons who have been retrained for a different occupation, setting
up the required boards of examiners. Where these examinations are
not held for recognized training occupations, the Chambers of
Industry and Commerce must issue the necessary regulations
concerning subject matter, purpose, standards, procedure and
conditions of admission by their Vocational Training
Committees.
Contact:
Elke Ehlen
