[{"bbox": [131, 152, 1164, 206], "category": "List-item", "text": "for inspection and certification. While working with both side, the programme will strengthen joint platforms for coordination and dialogue."}, {"bbox": [94, 219, 1164, 353], "category": "List-item", "text": "* **On the BHR component**, a key lesson learned in the pre-programming stage is the low level of awareness of the BHR agenda amongst business leaders in Uganda. Processes, including the development of the NAP-BHR, have not substantially engaged businesses or sought their inputs in a very meaningful way. Initial efforts in this direction through the SB4U platform have shown how much value an action like this can bring through including the voices of business in the discussion from an early stage."}, {"bbox": [94, 366, 1164, 526], "category": "List-item", "text": "* **On the skilling and job creation component**, strong engagement of the main public institutions and stakeholders is a critical element. For example, the Ministry coordinated the Skills Development Fair (SDF), Skills Competitions, convened BTVET Working Group and wider stakeholder meetings to discuss the concept of Centres of Excellence (CoE) among others. If a national training policy exists, then the responsible ministry should be part of the project. Because ICT has been a very effective component of SDHR, and information technology is a key priority area in NDP III, the Ministry of ICT is suggested to have a role as well."}, {"bbox": [131, 551, 1164, 845], "category": "Text", "text": "Previous EU experiences have identified i) factors that have led to increased and inclusive enrolment of beneficiaries (awareness campaigns and community/household sensitization, social targeting via bursaries awarded to vulnerable groups, providing a safe and conducive learning environment for girls/girl mothers, flexible, short-term modular or non-formal training programmes); ii) the need to engage with the private sector in a meaningful way at different levels of the TVET system (governance, design implementation, assessment) to improve the relevance and quality of training and increase employment outcomes; iii) the need to complement employability with employment promotion strategies to increase employment outcomes; and iv) the importance to integrate other cross cutting issues in skills training (e.g. gender, disability, HIV/AIDS) to promote inclusivity. This Action will notably build upon the \"Skills, Attitude, Governance and Anti-corruption\" (SG+, EUR 5 million) project funded under the \"Inclusive Green Economy Uptake Programme (GreenUP)\", specifically its Work Readiness Initiative for graduates."}, {"bbox": [1027, 1680, 1144, 1705], "category": "Page-footer", "text": "Page 17 of 32"}]