Mr. Peter Davitt:

I will start with the question about changes since 1999 in our experience of the technological sector. I will refer to the "head" and the "heart". FIT's DNA is creating second chance opportunities - reskilling - in order that people can secure jobs in the technological sector. In the early days, from 1999 to the early 2000s, companies engaged with FIT probably more from the perspective of corporate social responsibility. They might have thought about getting one or two candidates through the process. In the period since of almost 20 years we have seen a total transformation and are now a talent acquisition pipeline for the technological sector in Ireland. We are on the radar for most companies as part of their recruitment initiatives and strategies. We have demonstrated the currency and calibre of people who can be delivered by further education and training to levels 5 and 6. Ultimately, companies are not preoccupied with credentials but rather competencies. They want people to have the skills for the job in question. Most industry certification that is in demand in companies is equivalent to level 6. We have won that argument, but, going back to my earlier point, we must win it with the broader population. They must see it as a credible and equal route to a professional career. That is a fundamental change.

The Chairman asked if full employment had an impact, but in our recruitment processes we do not currently see it as a problem for a variety of reasons. In some third level tech courses there is a drop-out rate of up to 70%. There is a large cohort of people who, for one reason or another, cannot progress or access the route to third level education. They are hungry for an alternative route. When we look at the cohort currently in apprenticeship programmes, ages range from those in their early 20s to the middle of their 30s and 40s. People have worked in the industry or are reskilling or upskilling. They may have participated in third level education for a period, but, for one reason or another, they were unable to continue. Some people already have degrees. Others are those who I call "tech enthusiasts". Another cohort comprises foreign nationals who have skills in this area but which are not necessarily recognised.

We have a rich cohort of people from which to draw, but there is a challenge in that we do not want to put anybody forward for an apprenticeship programme if he or she will not be successful. We must do a lot of assessing and screening in advance. We mentioned some of the fundamental problems. There are issues related to promotion and administrative challenges which slow the process. The issue of funding has still not been resolved for apprenticeships this year or next year. We are committed to delivering 1,000 tech apprenticeships by 2021; it is a decision of the board of FIT and we believe we can deliver on it. We hope to have 250 up and running by March next year and a further 400 by December next year. If our needs are addressed, it is a realistic goal.

We also have engagement from the Civil Service, which is looking at this as a credible recruitment stream for its needs.