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Occupational analysis for “WINEMAKER”

During the implementation of the ETF project “Transparency and recognition of qualifications” within the EU-Moldova Mobility Partnership, IFCP has contributed with a methodological know-how in the field of occupational standards development and conducted occupational analysis for several priority occupations, including winemaker. The occupational analysis process was implemented with support from sector committee in agriculture and food industry in recruiting participants for the process, as well as validation of the final product. The main data collection techniques included desk research, group interview, individual interview and questionnaire.

Occupational analysis for winemaker was conducted in 4 steps:

-- Sector need analysis;

-- Occupational profile development;

-- Occupational profile verification;

-- Occupational profile validation.

The sector need analysis was conducted with participation of highly qualified job practitioners and experts from the Association of Small Wine Producers, National College for Viticulture and Winemaking, VET school in Nisporeni and wine producing companies representative in terms of geographical coverage and technological development. The main results of the analysis were that this occupation is a priority one not so much because of the skills shortage in the country, but because the quality of skills available has to be constantly improved due to the challenges that the wine producers are facing in marketing their products on the international markets; the trend is to merge the competences of the grape grower with those of the winemaker into a single qualification.

The occupational profile was developed during the 2-day workshop involving a group of six “experts” (experienced practitioners in this occupation) from the leading local companies such as: Cricova-Vin”, “Aroma”, “Chateau Vartely”, “Lion Gri”, “Vismos”, “Romanesti”. The development process was guided by the three moderators, accredited in international method of occupational analysis DACUM, successfully used in more than 30 countries around the world including Canada, USA, Germany, Switzerland, etc.

The DACUM methodology is a useful and efficient instrument, which requires limited costs for analysis and description of the work duties and tasks, as well as their arrangement in a special chart and 4 adjacent lists that include knowledge and practical skills, equipment, tools, instruments, materials, workers behaviours and future trend/concerns.

The occupational profile verification and validation: the completeness, wording correctness and relevance of the duties and tasks identified by the experts were verified by interviewing a group of professionals from 10 enterprises specialised in wine production (e.g. Natioanl Institute for Viticulture and Winemaking, “Milestii Mici”, “Vinaria Nobila”, “Dionysos Mereni”, etc.). The recommendations collected during the verification and accepted by the DACUM workshop participants were reflected in the final version of the occupational profile. Later on, in order to assure the quality of the final product, the document draft was analysed by a competent expert from the Technical University of Moldova, who confirmed the relevance of the occupational profile content and its availability for development of occupational standard for this profession.

Finally, the occupational profile was presented to the sector committee in agriculture and food industry for validation according to the occupational analysis methodology (M1) developed by the IFCP experts. 


Pilot assessment of adults in construction sector  


“…An assessment system that could recognise both formal and informal learning would be highly beneficial for employers, employees and national economy…”

 Sergiu Gaina,

HR department Director, “Glorinal” Ltd.

The assessment methodology proposed by IFCP initially was initially tried out with students from VET schools in 2008 and proved efficient and reliable. With a view to test and promote the existing methodologies in the field of adult assessment, IFCP was requested to run a pilot with job practitioners, preferably returning migrants. For the purpose of having a strong and open-minded partner, the leading and trendsetting construction company “Glorinal” was selected. The occupation chosen for this pilot assessment was plasterer, the same one as for the testing of VET students. The reason for this was a professional interest for trying out the same test instruments in a different assessment context and with another category of beneficiaries.

 

Assessment process

 

The actual assessment took place over two days, it lasted an overall of 6 hours during which three practical assignments in the field of plastering internal and external surfaces were given. It was carried out on one of company’s construction site and the candidates had to perform actual work tasks . The process completed with an internal meeting of assessors, focused on comparisons of results and decisions regarding the final scores of the assessed.

 

Antohi Dina, “Glorinal" Ltd, Chisinau 

Ojoj Mihai, “Constructorul” Ltd, Floresti

Rosca Adriana, Professional lyceum nr. 2, Chisinau  

 
Assessment of plasterers
 

 Final quality check

Assessors

 

Two job practitioners from the construction companies “Constructorul” and “Glorinal”, and one VET instructor – from Professional lyceum nr.2 in Chisinau were invited to provide assessment services. All three have previously participated in the pilot assessment of the VET students; therefore, on the one hand, they needed only a refreshment session and on the other, they could already suggest some improvements to the process as a result of their gained experience.

 

Assessed practitioners

 

During this pilot exercise eight plasterers were selected and assessed, out of which only two went through formal training in a VET school, the rest benefited from on-job professional development. Moreover, only these two have an officially-recognised certificate of qualification, which makes it difficult for the company to employ them according to a qualification level and formally recognise their professional growth. All candidates have experience in plasterwork ranging from 3 to 20 years. Five of them worked abroad for at least 3 years, mainly in Russia.

 

Outcomes

 

The company was mainly interested in assessing the skills of these job practitioners at the moment in order to see whether or not there is need for additional training or if any of them could move on to more complex work tasks. All eight proved to be good in their work, one plasterer was excellent and it was decided to promote him to team leader. All workers assessed received a brief feedback on their performance from the members of the assessment panel. The results of this pilot were presented to all national stakeholders during the technical workshop organised by ETF in November 2009. The participants appreciated the efforts made by IFCP and reached the conclusion that a methodology and related instruments for a sound assessment system are present in the country. It remains to take action as regards setting up the legal framework and decide on the key actors responsible. 

 


Pilot assessment of adults in catering


 

 “…The assessment methodology proposed by IFCP is robust and quality assured. The practical test instruments are real working assignments that define performance criteria divided into specific, observable and measurable steps, which enhance objectiveness and efficiency of the assessment…”  

Angela Lungu, Director restaurant "Flirt"  

Assessment Process 

 

The pilot assessment for the cook occupation took 1 day and was implemented in several rounds at three different restaurants from the same chain – “VEGA-L”, ”Flirt” and “Luceafărul”. Each round lasted approximately two hours during which 2 to 3 job practitioners were assessed. The candidates were given the same two work tasks, namely to prepare a main dish and a desert. Besides professional skills, the selected test items were able to assess a range of soft skills such as well-organized on the job, creative and keen on details (in preparation, decoration and seasoning), time conscious and tidy in clothing and work procedures. Aspects such as following sanitary rules/regulations in production and applying personal hygiene were closely observed and scored in accordance with the performance guide. As with the previous pilot experience, the process ended with an internal meeting of assessors, mainly focused on comparisons of results and decisions regarding the final scores of the assessed.

 

Lungu Angela, Director, restaurant “Flirt”
Cernomaz Marina, head of production, Wedding house “Luceafarul” 

 Assessment of cooks
 

Analysis of results

Assessors

  

The two job practitioners – food technologists– recruited as assessors represented the chain of restaurants involved. In their daily work these persons have the role to monitor and guide their employees, but also to take personnel decisions. The way to get them interested, beside their connection to the sector committee, was to train them in a new and efficient methodology that would help them measure the quality of their current and future personnel.

 

Assessed practitioners

 

During this pilot eight cooks were selected and assessed, out of which six benefited from formal training in a VET school and only two acquired their skills on the. In Moldova, it is a rare phenomenon for an employer to hire an unqualified worker as a cook, because this occupation deals to a great extent with health and safety of clients. All candidates were young (in their early twenties) and had experience in catering ranging from 1,5 to 4,5 years, which did not prevent them from showing first class performance during testing.

 

Outcomes

 

Six cooks proved to be excellent in their work, while two still need some on-job guidance and training (it was agreed that acquisition of additional experience would be achieved both by means of individual coaching and staff rotation among the restaurants of this chain, more so as each establishment has its specifics and focuses on a different category of beneficiaries). All cooks assessed received an extensive feedback on their performance from the members of the assessment panel. The assessors expressed their intention to assess the remaining 8 to 10 cooks from the restaurants involved using the same method, but different practical test items. The receptiveness and enthusiasm with which the industry responds to IFCP assessment approach is convincing evidence that there is demand for a clear and functional mechanism of skills definition and recognition on company level.