When technology changes quickly, long training programmes struggle to keep up. A technician in a busy workshop also rarely has time to step away for months of study. This is why there is growing interest in a different approach: learning in smaller, focused units that build on each other over time.
The AutoCredify project designed its training around this idea. Here is what it means and why it matters.
What is stackability?
Stackability means that skills can be gained step by step through short learning units. Each unit is valuable on its own, but units can also be combined into a larger learning pathway, much like building blocks.
The project describes the model like this:
Training modules → Learning pathways → Microcredentials → Career progression
This approach has three main benefits:
- Flexibility: learners can start training without committing to a long programme.
- Lifelong learning: skills can be updated gradually throughout a career.
- Recognition: achievements can be documented at each stage, not only at the end.
What are microcredentials?
Microcredentials are a way of formally recognising smaller, targeted pieces of learning. They aim to offer flexible, learner-centred opportunities to develop specific skills, with each achievement recognised independently and then combined into broader competence profiles.
Building blocks, not finished products
It is important to be clear: the learning pathways developed in AutoCredify are not formal qualifications, and they are not yet microcredentials. They were designed as flexible, labour-market-driven training. But they already have many of the features microcredentials need:
- clearly defined learning outcomes
- direct links to labour market needs
- a modular structure of shorter units
- a progressive design that builds skills step by step
- mechanisms for assessing and recognising skills
Recognising what people already know
Experienced technicians often already have part of the skills a course teaches. Recognising this saves time and avoids repeating learning. In Portugal, for example, the High-Voltage Technician training combines validation of prior learning with theoretical and practical exams on a high-voltage vehicle, leading to certification. In Finland, previous experience can also support progression within the pathway.
How this fits national systems
Each country is at a different stage with microcredentials, and the systems for recognising them are still developing:
- Finland: the pathways complement existing vocational training and support continuing professional development.
- Spain: the modular design could support future competence-based training and certification.
- Portugal: the pathways sit outside the National Qualifications Catalogue but could inform future updates to qualifications and training.
In all three, the aim is to complement existing qualifications, not replace them, while responding faster to new technology.
What this means
For policymakers and education providers: stackable units offer a practical way to keep training current, but clear recognition systems are needed so that small achievements carry real value.
For technicians and students: you can build specialised skills in manageable steps, with your existing experience counting towards progress.
In the next article, we look at where the current training is strong and where gaps remain.
This article is based on AutoCredify deliverable D5.1, “Occupational and Learning Pathways for the Twin Transition”, co-funded by the European Union.