Addressing High–Level ICT

Skills Recruitment Needs

Research Findings

January 2012
Foreword

The availability of high-level ICT skills for the ICT sector and other
sectors such as International Financial Services, Banking and Business
Services is of strategic economic importance to Ireland in terms of
continued growth in investments from inflows of new foreign
companies, new Irish owned start-ups and expansions of existing
businesses. This is resulting in increased sales, exports and high
quality jobs. The ICT sector itself currently employs around 75,000
people in 8,000 companies. An increasing share of employment
within the sector is comprised of people with high level skills. This is
a sector that has continued to grow and increase employment even
during the recession. The overall picture is of a vibrant sector which
is forecast to continue to increase in employment over the coming
years.

A range of skills recruitment challenges has emerged for high level ICT skills both from companies
within the sector and from businesses across the economy. These high level ICT skills are also in
short supply globally. The aim of this research was to establish the nature and scale of the ICT skills
recruitment difficulties and has informed the ICT Action Plan: Meeting the High-Level Skills Needs
of Enterprises in Ireland.

Companies interviewed emphasised the need to increase both the total number and quality of
honours level ICT graduates and ICT professionals with several years of experience. Boosting the
supply of high-level skills from domestic sources is the most sustainable way forward and will ensure
that these issues do not persist into the future. We also need to acknowledge the significant role of
inward migration especially in meeting the native foreign language fluency requirements of
business.

The EGFSN has worked actively to support the Department of Education and Skills and the Higher
Education Authority on the range of initiatives which are in the ICT Action Plan: Meeting the High-
Level Skills Needs of Enterprises in Ireland to address the issues raised by companies. It is clear that
the successful implementation of the initiatives will require sustained support at the highest level
from those businesses in the sector.

I would like to record my appreciation to Forfás, IDA Ireland and Enterprise Ireland for their
excellent support and sharing of expertise in the course of the research and especially to those
companies and industry bodies who took the time to participate in the interviews.

Una Halligan
Chairperson, Expert Group on Future Skills Needs

Addressing High–Level ICT Skills Recruitment Needs 1 January 2012

Overview

Ireland is a successful major centre for ICT operations with ten of the top ICT companies in the
world having substantial operations here. The large talent pool of ICT professionals that exists here
is valuable both for foreign-owned and Irish companies. The cluster of internationally renowned
firms and Irish companies offer a range of attractive career opportunities for professionals.

A range of skills recruitment difficulties have been raised through the work of the Expert Group on
Future Skills Needs (EGFSN), specifically the immediate issue of high-level ICT skills within both the
ICT sector and from other sectors such as international financial services, banking and business
services. Forfás, with the support of IDA Ireland and Enterprise Ireland, engaged in discussions with
a selected range of foreign–owned and Irish companies employing approximately 30,000 employees,
to establish the nature of positions involved, the reasons for recruitment difficulties and to identify
measures to help address them. Consultations were also held with key stakeholders including IDA
Ireland, Enterprise Ireland, ICT Ireland, Software Ireland, IT@Cork, Engineers Ireland and Dublin
Chambers of Commerce. Discussions were held with the heads of the computing departments of all
Universities and Institutes of Technology at a meeting chaired by the Higher Education Authority. An
in-depth analysis of third-level ICT supply statistics and trends was undertaken to inform the
research.

This paper presents findings by the EGFSN into current recruitment difficulties within the ICT Sector
and other sectors. These indicate that difficulties mainly relate to the supply of people qualified to
ICT Honours Bachelor Degree and above. Immediate skills demand, which varies across companies,
is at:
i. graduate-entry level (NFQ Level 8);
ii. ICT professionals with 2-8 years experience; and
iii. ICT professionals with 8+ year’s experience (while smaller in number, their recruitment is
linked to the additional hiring of a team of graduate and professional staff).

Inward migration is heavily relied upon to address these needs. It will take time to solve these skills
demands. The primary way of increasing the domestic supply of high-level ICT skills in the short-
term is through targeted reskilling and skills conversion programmes for job-seekers. Companies
have indicated the need to plan five years out for the building up of the high–level ICT skills supply.

Even with the successful implementation of actions proposed, in the short-term companies will
continue to need to rely on inward migration for sourcing ICT personnel with 8 years+ experience
and for personnel with native foreign language skills, until the level of domestic supply can be built
up over the next five years. The most difficult of these needs to source will be for personnel with 8+
years experience as they are in demand and short supply globally. A level of inward migration in
Ireland will continue to be valuable in the medium to long term as many multinational firms located
here are European / global centres and view their labour market in the wider European / global
context.

Addressing High–Level ICT Skills Recruitment Needs 2 January 2012

Research Findings

Current skills recruitment difficulties mainly relate to high–level ICT Honours Bachelor Degree (Level
8) and above. These difficulties result from a steep decline in the domestic supply of ICT graduates
over recent years. Year 2010 acceptances for Level 8 computing programmes remain 20% less than
for year 2000, although the numbers of acceptances have increased by 29% over the last three
years. Companies are sourcing approx 55% of their high-level ICT skills supply needs (for expansion
and replacement needs) through inward migration, although with increasing difficulty, as these
skills are also in high demand globally, for example, Germany currently has 400,000 unfilled
vacancies in ‘MINT’ business areas, Maths, Informatics, Natural Sciences and Technology.

While the annual increase in the ICT sector employment (+4% for 2010) is modest, an increasing
share of employment within the sector is being accounted for by people with high-level skills. This
is a result of a shift in subsector employment from hardware towards software; a general shift in
the skills mix; and a pattern of simultaneous creation and loss of jobs, resulting in lower-skilled jobs
being replaced with higher-skilled ones. There is a resilient demand arising within the ICT sector
due to:
 An expansion of the business operations of companies over the last year, inflow of foreign R&D
investment and formation of new start-ups;
 Potential for foreign companies to win mobile investment from the parent company and the
availability of high skilled personnel to enhance their business proposition;
 An increasing share of employment within the sector comprises staff with high-level skills, a
result of a movement of business activity from hardware towards software services and an
ongoing pattern of simultaneous job creation and loss.

Immediate skills demand is at (i) graduate-entry level; (ii) ICT professionals with 2-8 years
experience; and (iii) ICT professionals with 8+ year’s experience (while smaller in number, their
recruitment is linked to the additional hiring of a team of graduate and professional staff). This
requirement varies across companies. It ranges from those looking only for level 8 graduate-entry
staff, to those seeking a balance between new graduates and experienced personnel. There are
some companies seeking only postgraduates (MSc and PhDs) and specialised personnel with several
years experience, for example, software development architecture professionals with 15 years
experience.

On the other hand, discussions with companies indicate that they are continuing to fill a substantial
number of managerial, professional, administrative and sales and marketing positions without too
much difficulty, especially firms located in main commercial centres.

Addressing High–Level ICT Skills Recruitment Needs 3 January 2012

Addressing the ICT Skills Recruitment Issue

a) Boosting the High-Skills Supply Pipeline

Boosting the high-skills supply pipeline, in terms of the numbers and quality is the best way to
address skills recruitment difficulties. This will ensure a steady flow of graduates who can
eventually fill the experienced level being sought in subsequent years. In the medium-term, action
should focus on increasing the number of acceptances for high–level ICT undergraduate programmes
to help meet demand.

b) Addressing immediate Skills Recruitment Difficulties

Immediate skills recruitment issues relate to positions which require C++, C#, Java, Python; SQL
databases; Microsoft.Net Framework, HTML, XML, and Windows /Unix/Linux / operating platforms.
Foreign language fluency skills with cultural awareness are required for technical support and sales
and marketing jobs.

It seems clear that the majority of the demand for ICT professionals with 8+ years experience and a
significant part of the requirement for native foreign language fluency skills cannot be met through
the domestic supply in the immediate term. In both cases, inward migration will continue to be
required to fill a majority of these positions. This supply can only be built up over time through
boosting the domestic supply of graduates. In the intervening period, part of this demand may be
met by enterprises upskilling their existing staff to fill those more experienced positions. Ireland
should seek to position itself as an attractive centre for internationally mobile ICT talent.

c) Sustaining Ireland’s attractiveness for high skilled ICT staff – both national
and non-nationals
Inward recruitment will continue to be valuable in terms of (i) helping bridge the high-level ICT
skills gap, especially for professionals with several years experience and (ii) for the cross
fertilisation of ideas and practices which underpin innovation.

d) Ensuring the Upskilling of the Current Workforce

The continuing professional development of staff within enterprise is essential in ensuring that
emerging skill gaps are addressed, as companies move towards higher value products and services.
Valuable measures include in-company training programmes and publically supported development
programmes, such as those offered by Skillnets.

Addressing High–Level ICT Skills Recruitment Needs 4 January 2012

Importance of Supply of Talent

The supply of high-level ICT skills is important in terms of meeting current demand and driving
future demand, supporting new business growth and inward investment. If the skills supply were
available there is the potential for foreign companies to win more mobile investment within their
group and for Irish companies to keep more of the work here rather than contract it out to their
overseas offices, or outsource to third parties overseas. Companies have indicated the need to plan
five years ahead for the building up of the high–level ICT skills supply, both quantity and quality.
The large talent pool of ICT professionals that are currently employed here is valuable both for
foreign-owned and Irish companies. The cluster of internationally renowned firms and smaller Irish
companies offer a range of attractive career opportunities for professionals.

The recommendations made in the EGFSN Report Future Requirements for High-Level Skills in the
ICT Sector, Forfás (2008) remain relevant today. These relate to the need to increase the domestic
high-level ICT skills supply in terms of numbers, quality and diversity of skills. The report identified
that domestic supply of Honours Degree graduates in computing and electronic engineering had
fallen steeply from a peak in 2002, although intake into these courses had then bottomed out. The
decrease in interest has been steeper for females. Under the continuing recovery scenario
modelled in the report, where the sector remains competitive, a significant gap was apparent
between the demand and the supply of computing and electronic engineering graduates when
demand from the ICT and from other sectors of the economy was taken into account.

Inward migration (which then currently met a substantial part of total demand) would continue to
be required to help bridge the anticipated high-level ICT skill gap. The report concluded that the
priority should be on increasing the domestic supply of high-level skills as the most sustainable way
forward.

Continuing into 2011, the level of demand for high level ICT computing / software skills from the
ICT sector and related business sectors remains strong. The numbers of acceptances for courses has
increased by 29% over the last three years, and these will start to graduate from 2012 onwards.

Addressing High–Level ICT Skills Recruitment Needs 5 January 2012

Employment Profile ICT Sector

From CSO Business Demography data there are approximately 75,000 employed in the ICT sector
within 8,000 companies. Forty-five firms, however, account for 50% of total employment, with the
largest 225 firms accounting for 70% of employment 1.

From Forfás Employment survey data, there are 750 foreign-owned companies (clients of IDA
Ireland) employing 62,000 staff 2 that export an estimated €50 billion p.a. There are 500 Enterprise
Ireland assisted software companies employing 10,000 staff generating €1 billion export sales p.a. 3.

Table E 1: ICT Agency Assisted Employment 2006-2010 -Full-Time and Part-Time

(IDA Ireland and Enterprise Ireland Agency Assisted Companies)

35,000 Computer and Electronic

30,000 Equipment Manufacturing
Numbers employed

25,000 Computer Consultancy

Activities
20,000
Computer Facilities
15,000 Management Activities

10,000 Computer Programming

Activities
5,000
0
2006 2007 2008 2009 2010

Source: Forfás (2011)

While the annual increase in ICT sector employment (+4% for 2010) is modest, an increasing share of
employment within the sector is being accounted for by people with high-level skills. This is a result
of:
 a shift in subsector employment from hardware towards software;
 a general shift in the skills mix; and
 a pattern of simultaneous creation and loss of jobs, resulting in lower-skilled jobs being
replaced with those with higher skills

1 The source for this employment total and proportion of employment by company size is CSO Business Demography Data for
2009 ( published June 2011) – Definitions of ICT Total used is NACE Rev.2 categories
261+262+263+264+268+951+582+61+62+631+465. The number of employees is calculated on an annualised equivalent basis
for the reference year.
2 Source: Forfás Employment Survey 2010.
3 Source: Enterprise Ireland Strategy for the development of the indigenous software industry 2009 – 2013.

Addressing High–Level ICT Skills Recruitment Needs 6 January 2012

Immediate Skills Recruitment Difficulties
Research findings indicate that the immediate skills recruitment difficulties being experienced
mainly relate to positions requiring high–level ICT Honours Degree (NFQ Level 8) and above. The
demand, in terms of positions, is of an order of scale for:

 Computer Software Engineers: for the design and development of applications & systems
(800): Specific skillsets required are;
 Programming languages - Java, JavaScript, C#, C++, C+++, Visual Basic; .Net; SQL data base;
Perl, Ruby, Python, Objective-C, Objective – Orientated Programming (OOP).
 Knowledge of operating platforms – Windows, UNIX / Linux processing environment.
 Web Development - understanding of Web 2.0 development technologies, XML, Microsoft
ASP.Net (web application framework to build sites, applications and services), Personal
Homepage Tools (PHP), Microsoft Sharepoint family of software products, HTML skills.
 Cloud Computing - as a different commercial business model, project management, network
skills, data centre experience with operating systems - Microsoft Windows Azure, CITRIX,
IBM Tivoli, skills in products such as VMware and hyper-V are in demand.

 ICT – Network specialists and engineers (100): e.g. Server Message Block (SMB), wireless
sensor testing, collaboration functions, process management, search modules and document
management platform, router configuration and management, experience with scripting
language Java, C, C+ and network configurations.

 ICT – security experts (100): Internet security and network security models and solutions -
certified IT systems, architecture, engineering and management (e.g. Cisco information security
systems), firewall configurations administration, authorisation mechanisms.

 ICT Telecommunications (200): Mobile software applications development and programming

(.Net and Java have mobile modules as part of their certifications).

 ICT – Project managers with technical background (150): IT professionals with ability to
define objectives, control processes and manage people in a new regulatory environment.

 Sales and Marketing personnel with IT Technical Background and relevant industry
knowledge (150): To support business development; Oracle and SAP business applications and
services and other software solutions for specific business solutions.

 Personnel with foreign languages skills and ICT technical background (300): To fill positions
in IT technical support, accounting, marketing and business development; requirement for
fluent oral and written French, German, Spanish, Dutch, Flemish and Swedish.

Addressing High–Level ICT Skills Recruitment Needs 7 January 2012

Reskilling / conversion training programmes can partly contribute towards addressing some of the
above immediate skills needs. What is needed is for programmes which incorporate the core
primary skills required and which bring persons up to NFQ level 8 computing and electronic
engineering accreditation. Core ‘soft skills’ required are analytical skills, commercial awareness,
communications, team working, creativity and entrepreneurial skills.

Immediate skills demand is at (i) graduate-entry level; (ii) ICT professionals with 2-8 years
experience; and (iii) ICT professionals with 8+ year’s experience. This requirement varies across
companies.

Firms with foreign language requirements are mainly sourcing such staff from abroad, although
efforts are being made to recruit from applied foreign language programmes at third-level. Foreign
language fluency is not yet perceived as a main requirement for Irish companies whose key export
markets are currently the USA and UK. However, given goals for growth and diversification for EI
agency assisted companies, this seems likely to change. Reason(s) cited as to why graduates don’t
pass the recruitment filter of larger companies include missing core technical skills (such as no
Java, C#,C++), lack of knowledge of the Software Life Cycle 4; Test and Quality Assurance and Code
Maintenance 5.

Firms are also willing to recruit some persons who have not quite the technical skills profile they
are looking for and train them, especially persons with analytical thinking, initiative, creativity and
good communications skills. These are increasingly valued for the development of business solutions
for customers.

Emerging Skills Demand

Emerging skills demands are around cloud computing, service design, database management, social
networks and media, development of e-commerce applications and internet marketing.

4 The Software Life Cycle comprises the core processes involved in creating a software product: acquisition; supply;
development; operation and maintenance activities – to international standard ISO 12207.
5 Source: Third Level Computing Forum Workshop January 2011.

Addressing High–Level ICT Skills Recruitment Needs 8 January 2012

Factors Affecting Skills Demand and Supply

Demand Side
Over the last year, there has been an expansion of business operations, the formation of new start-
ups and a continuing inflow of foreign investment. Total annual expansion and replacement demand
in the ICT sector for NFQ Level 8+ computing and electronic engineers for the period 2012-2013 is
estimated at 2,500 per annum 6. There is a competitive jobs market for ICT talent with companies
competing for the available supply, reflected in the high level of job vacancies advertised at any
time (4% to 5% vacancy rate). The vacancy level reflects demand from companies to meet their
expansion and replacement needs.

ICT Sector Earnings Increase

The ICT sector recorded the largest average hourly earnings increase of any sector in 2010 (+8.4%),
compared to the national average reduction of -0.1 %. Average earnings for the sector at €990.47
per week were the highest of any sector – total average €674.56 per week 7.

Supply Side
There is an ongoing gap between the domestic supply of high-level computing graduates compared
to demand from the ICT and related sectors such as international financial services, banking and
business services (estimated 65% -70% of current supply is taken up by the ICT sector) 8. Inward
migration numbers for the ICT sector are estimated at approximately 55 % of total demand, of
which a significant proportion is from outside the EU/EEA 9. Inward migration is an important source
of supply especially for personnel with experience 10. Multinational companies view their labour
market in a wider European / global context.

Upskilling those at Work

The upskilling of those at work is essential for companies to address workforce skills gaps that arise
as they move towards higher value products and services. Companies are funding such in-company
training. In addition, Skillnets provides public funding to networks of enterprises to engage in
training. Within Skillnets there are four networks dedicated to training in the ICT sector - ICT
Ireland Skillnet, Software Skillnet, Information Association of Galway Skillnet and Digital Media
Forum Skillnet. Each network is comprised of a consortium of companies who contribute towards
the funding costs of programmes.

6 Based upon ‘Continuing Recovery’ scenario modelled in EGFSN 2008 ICT High–Level ICT skills in ICT Sector Report.
7 CSO Earnings and Labour Costs Publication, June 2011.
8 To meet annual expansion and replacement demand.
9 A total of 876 employment permits were issued to non–EEA nationals in 2010 for ICT and Engineering positions
10 Approximately 20% of software engineers are non -Irish – Source : EGFSN National Skills Bulletin 2011 (forthcoming).

Addressing High–Level ICT Skills Recruitment Needs 9 January 2012

Trends in CAO ICT Level 8 Acceptances

Trends in CAO acceptances and related graduate output are contributing to current skills
recruitment difficulties. The 2010 Level 8 computing acceptances level of 1,427 (representing 4.5 %
of total NFQ Level 8 acceptances) is 20% less than the 1,809 acceptance numbers for the year 2000
(which represented 8.7 % of total NFQ Level 8 acceptances).

Table E2: Trends in Level 8 Acceptances by Discipline, Period 2000 – 2010

Discipline 2000 2006 2009 2010

Computing 1,809 (8.7%) 926 (3.5%) 1,380 (4.4%) 1,427 (4.5%)

Total All Acceptances 20,728 26,488 31,420 31,729

Source: HEA (2010) -An Analysis of CAO Acceptances 2010 (Note: The EGFSN High-Level ICT Skills
2008 report uses a somewhat wider definition of computing courses).

Trends in Graduate Numbers

Over the period 2007-09, there was a reduction of 499 to 336 in ICT honours level graduate awards
in the University sector, a fall of 32%. Institutes of Technology (IoTs) experienced a reduction from
460 to 411, a relatively smaller fall of 11%. In 2009 the IoTs produced more ICT honours degree
graduates than the University sector, a reversal of the position in 2007.

The overall reduction in graduate output results from the decrease in acceptances for courses over
the period 2002 to 2007. The numbers of ICT honours level graduates will begin to increase in 2012
given the 29% cumulative increase in acceptances over the past three years (+10%,+15%,+2%
respectively). Seven percent of graduate output is accounted for by international fee-paying
students. Firms are recruiting from this cohort.

Table E3: ICT Skills Area Graduates 2007-09 (Awards by Universities and IoTs)

2007 2008 2009

Honours Degree 959 797 747

Ordinary Degree 379 394 451

Total Levels 7/8 1,338 1,191 1,198

Master Degree 603 611 557

PhD 83 80 88

Source: HEA Data, April 2011

Addressing High–Level ICT Skills Recruitment Needs 10 January 2012

The number of 1st Preference 2011 CAO applications for NFQ Level 8 computing courses is the
highest in four years. Table E4 below provides information on this trend.

Table E4: NFQ Level 8 1st Preference Applications (Numbers and % of Total Applications)

Discipline 2008 2009 2010 2011

Engineering 2,374 (4.2%) 2,402 (4.1%) 2,596 (4.2%) 2,647 (4.2%)

Computing 1,928 (3.4%) 2,301 (3.9%) 2,623 (4.2%) 2,957 (4.8%)

Science 3,277 (5.8%) 3,848 (6.5%) 4,121 (6.6%) 3,959 (6.4%)

Source: HEA 2011

Non-Progression Rates
There is a high dropout rate of Level 8 computing and electronic engineering students (those who do
not progress from their first to second year of study) which is 16% for Universities and 25% for IoTs.
This compares to average dropout rates from all disciplines of 9% for Universities and 16% for IoTs.
This needs to be addressed 11. The level of maths proficiency is a main predictor of non-progression.
An evaluation should be carried out of the existing €1.5 million p.a. maths learning supports in third
level institutions to determine the most effective and then best practice should be introduced
across the system. Alternative ICT / engineering course progression routes could be provided for
those students (approximately 350 p.a.) who do not progress to the second year of their course. At
present they represent a loss to the potential ICT skills supply pool.

Multiplicity of ICT / Engineering Programmes

Within third-level institutions there are a multiplicity of ICT / engineering programmes with
different titles and content. This branding (often for marketing purposes) is causing confusion
amongst parents and students. An improvement would be for all programmes to concentrate on the
development of core ICT skills with flexibility for bespoke specialism modules in 3rd and 4th year,
and through postgraduate qualifications. There is potential for institutions to collaborate more on
the design of curricula and teaching of programmes, to optimise the use of expertise and funding
and achieve improved outcomes for students. Current funding arrangements incentivise institutions
more to compete against each other. Improved collaboration would help to build comparable
international centres of expertise. Two Irish Universities 12 are currently in the top 200 of the QS
World University Rankings 13 for computer science and five in the top 200 for electrical and
electronic engineering 14.

11 Over the four year programme period the dropout rates for Level 8 computing and electronic engineering are for
Universities 16% non progression into 2nd Year; 3% into 3rd Year; 3% into 4th Year and for Institutes of Technology – 25% non
progression into 2nd Year; 7% into 3rd Year; 8% into 4th Year.
12 UCD and Trinity College
13 QS World University Rankings http://www.topuniversities.com/
14 Trinity, UCC, DIT, NUIG and UCD- (Queens University Belfast also in top 200).

Addressing High–Level ICT Skills Recruitment Needs 11 January 2012

Internships and Student Work placements
Multinational companies are likely to engage with third-level institutions and operate internships
and student work placements. They offer a range of employment opportunities including
management, professional, marketing and administration positions. Many Irish firms are mainly
looking for experienced staff that can make an immediate contribution. Companies interviewed that
run internships are very satisfied with them and students certainly benefit from the work
experience. Many Irish companies interviewed, particularly smaller companies, indicated that they
do not perceive the value / or believe they have the capacity to take on an intern.

Communication of ICT Career Opportunities

Research on school leaver’s choice of third-level courses highlighted a need to better communicate
the availability of a range of attractive ICT career opportunities to students, parents and teachers.
Discover Science and Engineering aims to increase interest in STEM subjects among students, and
promotes career opportunities in ICT and engineering with support from ICT Ireland and Engineers
Ireland. The HEA fund five day computer science summer camps in third-level institutions for 5th /
6th year students 15.

Low levels of female participation in ICT programmes

More females need to be attracted onto ICT and engineering disciplines. At present they comprise
15% of all such students. This trend acts to limit the potential pool of higher level Leaving
Certificate maths students that ICT departments can draw upon for their intake. The numbers
taking higher level Leaving Certificate maths need to increase in order to boost the potential supply
of students for ICT computing and other STEM disciplines.

Foreign Language Skills

There is a need to increase awareness of the importance of foreign language skills acquisition to
meet a growing demand from enterprise. In the year 2009/10 some 1,440 students were enrolled in
foreign languages studies at third-Level (a 13% increase over the year 2007/08). A further 2,320
students were taking foreign languages as a component of their subject choice. The most popular
languages taken were French, Spanish, German and Italian in that order. Along with the current
main languages utilised, it is anticipated that there will be an emerging need for Russian Chinese,
Arabic, Portuguese and Hindi 16.

Conclusion

The ICT Action Plan: Meeting the High-Level Skills Needs of Enterprises in Ireland, January 2012,
has been developed in response to these findings.

15 Over 17 institutions are participating in 2011 attracting 350 students.

16 Survey by ICT Ireland and Irish Software Association – The need for language skills in the high-tech Sector.

Addressing High–Level ICT Skills Recruitment Needs 12 January 2012

Members of the Expert Group on Future Skills Needs

Una Halligan Chairperson

Marie Bourke Head of Secretariat and Department Manager, Education, Skills and
Labour Market Policy, Forfás
Inez Bailey Director, National Adult Literacy Agency

Peter Baldwin Assistant Secretary, Department of Education and Skills

George Bennett Departmental Manager, Clean Tech, IDA Ireland
Liz Carroll Training and Development Manager, ISME
Terry Corcoran Director of Planning and Research, FÁS
Ned Costello Chief Executive, Irish Universities Association
Margaret Cox Managing Director, I.C.E. Group
Tony Donohoe Head of Education, Social and Innovation Policy, IBEC
Anne Forde Principal Officer, Department of Education and Skills
Garry Keegan Director, Acumen
Enda McDonnell Sectoral and Enterprise Development Policy, Enterprise Ireland
John Martin Director for Employment, Labour & Social Affairs, OECD
Frank Mulvihill Former President of the Institute of Guidance Counsellors
Dr Brendan Murphy President, Cork Institute of Technology
Dermot Nolan Department of Public Expenditure and Reform
Alan Nuzum CEO, Skillnets
Muiris O’Connor Higher Education Authority
Peter Rigney Industrial Officer, ICTU
Martin D. Shanahan Chief Executive, Forfás
Jacinta Stewart Chief Executive, City of Dublin VEC

Addressing High–Level ICT Skills Recruitment Needs 13 January 2012