Fomentar las competencias digitales de trabajadores de municipios europeos
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The European Commission set up a Digital Strategy (2018) conscious of the path to be made in this field, defining strategic objectives to Foster a Digital Culture, Enable Digital-Ready EU Policymaking, Secure and Resilient Infrastructure, among others. It points to the need to encourage organisational change and digital culture, setting up learning packages per functional profile and medium-term planning and mapping of the digital-related profile needs, and implementing new cybersecurity and information security measures in EU institutions. Recently it was published the Digital Competence Framework for Citizens (DigiComp 2.2) (Vuorikari et al., 2022) which provides a digital competencies model and tools for self-assessment of those. These competencies should be fostered in governmental entities, namely in their workers since they have a huge role in helping the community development and providing a good public service. The concept of e-government to all public administration, including, local government, reflects combined organizational changes and new competencies, improving the public services, policies and democracy exercise (Gouveia, 2004) and public participation. Moreover, the author defines the concept of e-autarchy, which assumes that there are different processes that are improved and rationalized, reducing the paper use and the time associated with the processes when recurring to digital means. This study is part of an intervention project, under KA2 ERASMUS program, that aims to foster the workers’ digital competencies and proceed to dematerialization in 3 European Municipalities (V.N. Poiares–Portugal (MP), Liepāja–Latvia (ML), Mielec–Poland (MM). We apply a questionnaire containing sociodemographic characterization and digital competencies self-assessment questions. The respondents are the municipalities workers that use computers and digital processes (32 from MP, 110 from ML, 137 from MM, total of 139; 71 males and 208 females, 50% <35 years old, 17% have 35 to 54, and 33% > 55 years. These percentages are also reflected in the clusters Age of Working in the Municipality, with >10 years (50%), between 10 and 19 years (17%) and <20 years (33%). We performed an ANCOVA analysis in JASP v0.16.4.0 to compare the municipality worker’s self-assessed digital competencies (Communication&Collaboration -CC, Information&Data Literacy -IDL, Digital Content Creation -DCC, Safety -S and Problem Solving -PS). An ANOVA was performed to verify the differences between gender. It was observed that are differences between entities regarding CC (F=11.408, p<.001), DCC (F=7.450, p<.001), S (F=5.106, p<.05) and PS (F=5.382, p<.05) and no differences regarding IDL. On CC we verified differences between the 3 municipalities, with MP having the higher levels and MM having the lower ones. Relatively to DCC, S and PS the MP workers present higher levels than the ones from the other municipalities. Regarding to age group there are differences on IDL (F=275.000, p<.001), CC (F=275.000, p<.001), DCC (F=275.000, p<.001), S (F=275.000, p<.001), PS (F=275.000, p<.001) all with differences between the 3 ages groups. It was not observed gender differences for the digital competencies under study. The present work provides recommendations for the training in the municipalities, with the MP having higher levels of digital competencies but that also can improve some competencies, namely, S and then DCC. In the case of the other 2 municipalities, it was recommended that ML and MM must prioritize the DCC, and then S in 2nd, differing in the 3rd training module, with PS for ML and CC for MM. During the next year, the workers will have training on those competencies, and it is intended to evaluate them after the intervention.
