new competencies and
innovations in logistics

The statistical data relating to logistics in the Netherlands is limited. The problem is that only a limited amount of statistics follow the rationale of a classification in occupations. Disaggregation of labour market data according to sectors is much more usual. If there is a classification in occupations, it often follows a logic which is hardly useful to the Novalog project or is to a low level of disaggregation. The public employment service is the process of reorganisation, which means that the development of these types of data has low priority. The most useful sources of information come from sectors which undertake research for their own purposes. In this respect, the road transport sector has a useful labour market monitor.

General statistical information in the Netherlands is provided by the Central Bureau of Statistics (Centraal Bureau voor de Statistiek -CBS-) http://www.cbs.nl/. The most relevant publication for labour market information is the labour force survey (Enquête Beroepsbevolking), which is available on an annual basis. However in this labour force survey it is hard to find more detailed statistical information on jobs in logistics. It was not possible to find any information on the extent and growth of logistic functions in the Netherlands, let alone to find this information for the five selected sectors. The existing standard classification for the distribution of professions (SBC) is a combination of a number of job levels and specialisations. However, these specialisations are very much linked to educational fields and are less useful in the Novalog context. There are specialisations in "transport and communication", but the further subdivision of these specialisations is according to "technical", "economic", etc levels. The ISCO-classification is only available at the 1-digit level.

A breakdown of labour market statistics across a range of sectors of industry is not available in the Netherlands. In the absence of statistics from the Central Bureau of Statistics, more detailed and relevant statistical information can be obtained from specific sectorial studies. The road transport sector has developed such a monitor. The so called "labour market monitor for professional road transport" is carried out every year and is based on a survey among companies in the professional road transport sector. The study is commissioned by the sectoral training institute VTL and is carried out by Social Economic Research Institute Rotterdam (SEOR), a research institute linked to the Rotterdam Erasmus University. Before 2000, this yearly monitor was carried out by the NEI (Netherlands Economic Institute). One of the elements in the survey covers the composition of the workforce, also with attention to the division in occupations.

One relevant function is that of warehouse workers, which in 2000 made up 3-7% of the total workforce in the sector, dependant upon the size of the company see table 1.1.

Table 1.1. Employment of warehouse workers to company size and share of warehouse- workers in total employment in small-, medium- and large road transport enterprises, January 2001(a)
	1995		1996		1997		2000
	Number	%	Number	%	Number	%	Number	%
Small	113	-	50	0%	343	2%	840	3%
Medium	1282	-	1043	3%	1228	3%	1180	4%
Large	4226	-	5141	12%	6881	15%	3880	7%
Total	5621	-	6234	6%	8451	8%	6600	5%
(a)Double functions included Source: VTL, Arbeidsmarkt en scholing in het beroepsgoederenvervoer over de weg Rapportages 2000, Alphen a/d Rijn, juni 2000 VTL, Ontwikkelingen op de arbeidsmarkt voor chauffers en warehousemedewerkers in het beroeps- goederenvervoer over de weg 1995, maart 1996 VTL, Ontwikkelingen op de arbeidsmarkt voor chauffers en warehousemedewerkers in het beroepsgoederenvervoer over de weg 1996, maart 1997 VTL, Ontwikkelingen op de arbeidsmarkt in het beroepsgoederenvervoer over de weg 1997, juli 1998 NEI, Monitor Arbeidsmarkt Transport en Logistiek, trends op de arbeidsmarkt 1998, juli 1998

This table is based on a yearly survey among road transport companies. However, because the sample is quite small, the margins of uncertainty are quite large. This means that changes over the years could for a large part be due to statistical "coincidences". These figures therefore, are not suitable for determining trends in employment of warehouse workers in road transport. All in all they give an estimate of the proportion of warehouse workers in road transport, which is roughly be about 6%.

The statistical information available on logistical professions in the Netherlands is very poor. The classification system for occupations in the labour market survey is only available at a 1-digit level. Moreover, in the short term, there is no prospect of improvement in this situation from sources such as the central statistical office and the public employment service.

Job descriptions are available from many sources. There are several relevant job descriptions that are linked to the agreement of the road transport sector. In the Netherlands higher education, Higher Vocational Education (HBO) and University (WO), is not highly structured. Schools have a great deal of freedom in developing their own ideas in terms of direction and specializations. Within intermediate vocational education (MBO), directions are more structured nationally. This includes underlying job profiles developed at a national level. The providers of these profiles (in cooperation with the social partners) are the VTL, its sister organization ECABO and KC Handel. Another organization very active in continuing training, which has job profiles is EVO, this is the organization of own account operators (with members in various sectors). Furthermore job profiles exist within companies, though some companies indicate they use the EVO profiles (e.g. AKZO Nobel). In the Netherlands function profiles can be found with several sources, being social agreements, education and companies.

2.1 Dutch collective agreements by sectors
The logistics functions are quite special, because they are represented in every sector of the economy. For the purpose of the Novalog study five sectors have been selected for investigation as follows:

• The car-industry
• Chemical industry
• Electronics industry
• Retail industry
• Transport (road) industry

The last mentioned social agreement incorporates more and more companies that are specialised in logistics.
Coverage of logistics functions within collective agreements is not widespread across the five sectors of activity included in the Novalog study. An overview of the collective agreement situation is as follows.

2.1.1 - Car industry
The collective agreement for the car industry is a part of the collective agreement for Metal - and Technical industrial branches (de CAO voor Metaal - en Technische Bedrijfstakken). This big industrial branch contains seven industrial branches; one of them being the Motor vehicle and Two-wheeler ([Motor] Cycle) branch (Motorvoertuigen- en tweewielersbedrijf).

The system in place for the classification of functions within the Metal- and Technical industrial branches is based on the CATS-method (Commercial, Administrative, Technical and Social). Every group of functions in the collective agreement corresponds to a salary group. The collective agreement merely makes reference to the CATS-method, there is no elaboration upon the content of this method. An external consultant (De Leeuw in Leerdam) developed this method and is not willing to make this information public.
So logistics jobs may be defined by the CATS method but they are not available to consult.

2.1.2 - Chemicals
There is no collective agreement for the chemical industry as a whole. Many chemical companies fall under the afore mentioned collective agreement for Metal - and Technical industrial branches (de CAO voor Metaal - en Technische Bedrijfstakken). The regulations for function classification, special leave and the social fund are therefore the same as for the Motor vehicle and Two-wheeler ([Motor] Cycle) branch (Motorvoertuigen- en tweewielersbedrijf).
Some large companies have their own collective agreements, for instance AKZO NOBEL and DSM. Details on AKZO NOBEL are supplied in section 5.

2.1.3 - Electronics
Electronic engineering companies are covered by the collective agreement for Metal - and Technical industrial branches (de CAO voor Metaal - en Technische Bedrijfstakken). So the same regulations apply as above. This collective agreement applies to both employers and employees in the Electro Technical Branch. The agreement is an arrangement between the Union of electro technical entrepreneurs (de Unie voor elektrotechnische ondernemers - UNETO) on the employers' side and the FNV Allies (FNV Bondgenoten) on the employee side.

There is also a collective agreement for the Metal- and Electronic engineering industry (Metaal- en Elektrotechnische industrie). This collective agreement applies to employees working for an employer in a company within the Electronics industry. The agreement is an arrangement between the FME-CWM on the employer's side and the FNV Allies, CNV Alliance (CNV Bedrijvenbond) and the Union on the employee side.

There is also a collective agreement for higher levels of personnel in the Metal- and Electronically engineering branch. This agreement is for employees with a function higher than the level of functions included in the Metal- and Electronically engineering branch collective agreement. Function groups in the agreement for higher levels of personnel are determined using the ISF-method (Integral System of Function valuation). The content of this method is not part of the collective agreement. This method is only mentioned in connection with the determination of various salary groups. This method was produced for internal use only, so there is no explanation of the content of the ISF-method within the agreement.
So logistics jobs may be defined but they are not available to consult.

2.1.4 - Retail
The Retail sector covers many areas; there are therefore many different collective agreements to cover the wide range of this branch. Of importance to the Novalog study are the two collective agreements covering the extensive sectors of Fashion- and Sport retail and Food retail. In each case the collective agreements involve approximately 80.000 employees.

• The collective agreement for Fashion and Sports retails sets out several levels of function groups. For the purposes of determining a wage structure all functions are classified within four groups. For each of these groups, a small description is given of the required skills and responsibility involved. The following logistics related functions are mentioned in the agreement; apprentice-warehouse worker (group 1), warehouse worker (group 2), first-warehouse worker (group 3) and warehouse manager (group 4).

• The collective agreement for Foods (Levensmiddelenbedrijf) uses a similar system of four levels of functions, which are important to determining pay levels. The following logistics functions are to be found within this agreement; the future warehouse worker/ packaging worker (group 1), warehouse worker / packaging worker (group 2), the functions of lift truck driver (order collector) and the assistant-warehouse chef (group 3) and the warehouse chef (group 4).

2.1.5 - Transport (i.e. road transport)
The sector is covered by a collective agreement for Professional Goods Transport Over Road and the Rental of Mobile Cranes and Good Transport (Beroepsgoederenvervoer over de weg en de verhuur van mobile kranen en goederenvervoer). This agreement sets out several function groups.

In a separate publication a brief profile of all of these functions is worked out. In the following table, a number of logistic profiles out of this publication are listed. The agreement draws a distinction between several function classes. These vary from class A (lowest) up to class H (highest). These classes are the basis for payment scales. In the table below a number of relevant occupations are presented, divided by these classes.

Table 1. Relevant job descriptions in publication linked to agreement of road transport sector
Level	Dutch title of profession	Translated title of profession
A	Loodsmedewerker	Storehouse assistant
B	Magazijnmedewerker Orderpicker Depotmedewerker/ corveeër	Warehouse worker Order picker Warehouse caretaker
C	Heftruckbestuurder Medewerker vrachtloods Depotmedewerker Voorlader	Lift truck driver Cargo storehouse worker Warehouse worker (dangerous goods) Pre - charger
D	Controleur/ sorteerder (van klein chemisch afval) Chef vriesmagazijn Coordinator magazijncontrole	Checking / selecting, sorting (of Small Chemical garbage) Manager frozen warehouse Coordinator Warehouse control
E	Ingangscontroleur	Entrance checker
F	-	-
G	-	-
H	Chef magazijn	Warehouse Manager

For each of these professions Foundation Function Assessment has developed a brief function profile for Professional Goods transport over the road, the rental of mobile cranes and Goods transport (Stichting Functiewaardering voor het Beroepsgoederenvervoer over de weg en de verhuur van mobiele kranen)

The profiles are all of the same structure, namely:

• Target of the profession/ description of profession
• Knowledge required
• Autonomy, risks involved with the profession, responsibility and influence
• Social capacities, communication skills
• Motion skills, attentive, other profession requires
• Drawbacks of the working circumstances

The national employment agency (Centrum voor Werk en Inkomen), Center for Work and Income, has a description of various jobs on the Internet (www.werk.nl), in order to inform people about the content of various jobs to see if it is interesting for them.

The following logistic jobs are included in the database (jobs can be selected under the heading logistics. However, this results in far more jobs, with a lot of them which do completely not fit in our definition, like manager post deliverers and a stage manager):

• Expedition worker (Expeditie medewerker)
• Warehouse manager (Magazijnchef)
• Warehouse supervisor in shipping (Magazijnmeester scheepvaart)
• Order planner and controller (Order begeleider)
• Storehouse manager (Pakhuischef)
• Production planner (Productie planner)
• Storage company worker (Veembedrijf medewerker)
• Stock administrator (Voorraadadministrator)
• Work planner (Werkvoorbereider)
• Logistic manager (Logistiek manager)

In the description of a logistics job, the following elements are included:

• Activities
• Competence required
• Working conditions
• Salary indications
• Courses
• Related professions
• Chance to find a job in this profession.

4.1 The Dutch Training and Educational System
In the Netherlands the higher education, Higher Vocational Education (HBO) and University (WO) is not highly structured. Schools have a great deal of freedom in developing their own ideas in terms of direction and specializations. There is not the overall structure that can be found in the Dutch intermediate vocational education system. As a result there is an absence of function profiles at a centralized level.

Intermediate Vocational education has been reorganized by a new law; the WEB (Wet Educatie Beroepsbevolking). The apprenticeship system and the senior full time vocational education (MBO) have been brought closer together. The system of educational orientation is tightly linked to the professions through an analysis of the qualification structure in various sectors. The qualification structure takes into account the following: the definition of certain occupations (sometimes linked to collective agreements), occupational job profiles for these occupations and the translation of the job profiles into "end-terms". The "end-terms" have become a kind of performance criteria which are to be included in training courses for these occupations. At the end of this process the Ministry of Education officially recognizes the "end-terms". The Social partners are very much involved in this process, determining the level of knowledge and skills expected from a vocational practitioner at the start of his career.

4.2 Sectoral training institutes
Sectoral training institutes play an important role in applying this system to their own training programs. Three of these sectoral training institutes are of importance to the logistics sector: the training institute in the transport sector (Vakopleiding Transport en Logistiek, VTL), the sector of economic and clerical functions (ECABO) and the sector trade (KC-Handel). Conscious of an overlap of their 3 separate qualification structures, the three logistics training institutes have started to work on a new structure for logistics. Within this new structure, there are four levels of hierarchy:

• Assistant operational worker transport and logistics
• Warehouse worker
• Warehouse foreman
• Warehouse manager

However, this new common structure is still at a development stage, and at present each of the 3 institutes has its own system in where logistical functions are present.
EVO (Eigen Verladers Organisatie, Own Account Operators Organization), looks after the interests of carriers, receivers of goods and own account operators. One of their areas of responsibility is training, and has developed function profiles for logistics.

4.3 VTL
VTL stands for the Vocational Training Institute for Transport and Logistics (Vakopleiding Transport en Logistiek, VTL) http://www.vtl.nl/. This institute has a qualification structure, within the WEB-organization. In this structure they briefly describe what qualifications exist within a branch. The qualifications are based on a function profile; that describes what knowledge and skills are required for this particular job. The qualification structure dictates the content of training courses, relevant to the context of logistics and states what skills are needed to perform a job. This system offers clarity to both employers and employees. This qualification structure is going to be revised in the future.

Lists of jobs related to logistics; there are 3 branches that are important:

• Transport- and Expedition companies
• Harbor / Storage and Transshipment
• Goods Transport by road.

4.3.1 - Transport- and Expedition companies
The functions in this branch are the following (from lower to higher education):

• Assistant transport and logistics worker
• Warehouse worker
• Goods reception worker and stock management
• Order picker and goods expedition
• Warehouse foreman
• Warehouse manager
• Specialist dangerous substances
• Manager storage and transport

4.3.2 - Harbor / Storage and Transshipment
The functions in this branch are the following (from lower to higher education):

• Assistant operational worker storage and transshipment
• Operational worker storage and transshipment
• Advanced operational worker storage and transshipment
• Executive official port and transport companies
• Assistant forwarding agent
  • Forwarding agent (expediter)
  • Manager harbor, transport and logistics

4.3.3 - Goods Transport by road
The functions in this branch are the following (from lower to higher education):

• Assistant operational worker transport and logistics
• Expedition planner
• Planner road transport
• Company manager
• Manager storage and transport

For each of these functions, VTL provides function profiles structured as follows:

• Position of the function within the whole logistic chain and therefore also in relation to other functions
• Characteristics of the function (brief summary)
• Listing of the type of knowledge, responsibilities and skills that are attached to the function.

The four logistic functions that are the starting point of the VTL, ECABO and KC Handel new common logistics training structure are already covered by the aforementioned VTL qualification structure. The four key functions are as follows:

• Assistant operational worker transport and logistics (1993)
• Warehouse worker (1994)
• Warehouse foreman (1994)
• Warehouse manager (1994)

Many of the other functions mentioned above, are more or less considered as variations or specializations on these four.

4.4 ECABO
ECABO is VTL's sister organization for the "sector" of economic and clerical functions. ECABO's goal is to modify the new, practice orientated intermediate vocational education MBO, and to suit companies' needs. ECABO is responsible for eight training areas, including logistics. The field of logistics is divided into four sections:

• Logistical worker (material management)
• Logistical worker (physical distribution)
• Logistic management worker (material management)
• Logistic management worker (physical distribution)

For each function there is a function characterization, which is a short description of the function. There are also documents stating the "end-terms" for each sub qualification (deelkwalificatie). These end terms describe what the candidate should be capable of at the end of the subject / sub qualification. Each sub qualification has a service document that includes a model with norms and test terms, describing what the candidate should master. These documents are available on the Internet via (www.ecabo.nl). Compared to the VTL profiles, there is a much stronger emphasis on the administrative/clerical side of the logistics process.

The profiles were developed in 1997 and ECABO undertook a survey in 2001 to assess the relevance and suitability of these profiles. The survey results will be used to update profiles and along with input from VTL and KC-HANDEL will play an important role in the creation of the new joint training structure for logistics. The first profiles out of this joint training structure will become available about halfway 2005.

4.5 KC Handel
The joint training structure is not in effect yet. In the current situation VTL, ECABO and KC Handel have each made several qualifications concerning jobs in logistics. These qualifications are divided in four different levels and in physical and administrative qualifications. The qualifications of VTL and KC Handel have been joined on the first two levels as well as in all physical qualifications (http://www.kchandel.nl/).
Qualifications belonging to KC Handel are:

• Storage worker (Opslagmedewerker), level 1
• Orderpicker, level 1
• Warehouse worker (Magazijnmedewerker), level 2
• Group leader warehouse (Groepsleider magazijn), level 3
• Warehouse leader (Hoofd magazijn), level 4

4.6 EVO
EVO is a trans-sectoral organization that looks after the interests of carriers, receivers of goods and own account transporters (http://www.evo.nl/). The core business of EVO is offering information / advice, training and lobbying. EVO is the Dutch lobbyist and business adviser for internal and external logistical activities, including supply of raw materials or products, their storage, transport or distribution to the customer. EVO aims to generally improve the logistics operating conditions for companies in trade and industry with a view to improving financial results. Through direct consultation, the views of EVO member companies are brought to the attention of carriers in all modes of transport, and also to the political decision-makers and public authorities in the region, in The Hague and in Brussels. EVO membership is open to all companies in industry, trade and agro-business. EVO has 34,000 member companies including international concerns, medium-sized and small companies.

EVO issued a second publication "Functieprofielen in de logistiek" (Function profiles in logistics) in January 2001 (first publication in January 1999). In this document it describes different function profiles in logistics, these profiles are split into five distinct function groups as follows:

GROUP 1: Functions that only carry out operational activities. The way in which these activities are carried out is governed by fixed internal guidelines or it is determined by a direct order from above. This group contains the following functions:

• Lift truck driver
• Warehouse worker
• Order picker
• Distribution worker (physical handling)
• Expedition worker
• Production worker

GROUP 2: Next to operational activities, these functions also have executive aspects (co-operative leadership). This group contains the following functions:

• Foreman expedition
• Foreman warehouses
• Production planner (operational)
• Stock controller (operational)
• Distribution worker (administrative)

GROUP 3: Contains those functions that mainly carry out activities on an operational-tactical management level. This group contains the following functions:

• Warehouse chef
• Expedition chef
• Warehouse manager
• Distribution manager
• Production planner

GROUP 4: Contains those activities on a specialist level, giving direct support to strategic management. The functions belong to this group are the Staff employee and the Claimer (declarant)

GROUP 5: This group contains the functions on strategic management level. They are responsible for the integration of logistics within the total management. There is only 1 function in this group, i.e.

Logistic manager
The publication is divided into the 5 afore mentioned groups. For each function within the function group there are two pages of information. Firstly there is a brief section diving a description of the function, for example "what is a warehouse chef?" This is followed by an explanation of the major tasks related to this function. The last 2 sections discuss the knowledge, skills and competencies that are needed to carry out the specific function.
So the structure for each function is as follows:

• General
• Main tasks
• Competencies and conditions of employment
• Functional knowledge and skills
• Function level
• Indication of salary
• Alternative names for the function

The following Dutch companies were approached to investigate job definitions within companies: Ned Car (car-industry), Philips (Electronics), AKZO (Chemicals) and IKEA (Retail).

5.1 NED CAR
NED CAR classifies occupations into function groups, which are associated to various departments within the company. For each of these groups, there is a description of activities. The groups distinguished are: Configuration & Documentation, Industrial Planning, Order & Production Progress Control, Procurement, Purchased Parts Quality Control, Material Handling and Logistic Control Development. At Ned Car they do not use more detailed function profiles. They run and finance external and in-company training courses. The in-company courses, run by external trainers are adapted to suit Ned Car's requirements. These courses lead to MBO-certificates (in cooperation with several ROC's).

5.2 AKZO NOBEL
The AKZO NOBEL collective agreement uses reference functions. These functions are valued using the ORBA-method. This method of valuing functions was developed by an external consultant (AWVN in Harlem).The exact content of this method is not publicly available and is not mentioned in great detail in the AKZO collective agreement. The basis of this method however is that each reference function is given a job description, verified by employees and their chefs. AKZO also indicates the use of EVO profiles to describe functions.

5.3 FUJI FILM
We visited the company FUJI FILM, located in Tilburg. The warehouse activities have been outsourced to a logistic service provider. They gave us some of their job profiles. One of the profiles is that of a supervisor in the Operation Department. The operations department is responsible for handling, internal transportation, storage (stock-control) and warehouse administration.
The following points are described in this profile:

• Location
• Aim of the function
• Reporting
• Knowledge / skills
• Independence, responsibility and influence
• Social skills and communication skills
• Freedom of movement, attentiveness and other function demands
• Inconveniences (in work-situations)
• Salary scaling

Those same points are addressed in all function profiles (in the operations department).

5.4 SIEMENS
Another company we visited is SIEMENS. One of the function profiles we got there is that of expert worker in logistics or logistician ("logisticus"). The main tasks are analyzing, advising and implementing changes in order to improve effectiveness or reducing the costs of the logistic process. The following issues are mentioned in the job profile:

• Job title
• Goal (of fulfilling this function)
• Place in the organization (hierarchy)
• Result areas (logistics and way of working)
• Privileges

In the Netherlands there are many sources of job descriptions in the area of logistics. The most elaborate profiles are produced by the EVO ("Own Account Operators Organisation") and a number of organisations, which are responsible for vocational education at intermediate level. Three of these organisations, with different sectors as background, are planning to harmonize their profiles in logistics. Individual (larger) companies sometimes work with their own profiles.