A clear sign of systemic uptake is that partner training centres have begun independently promoting their official ANEP-aligned CBT certification in public course advertisements. By prominently positioning certification as a distinguishing feature, these centres are transforming into providers recognised for high-quality training and gaining a clear competitive edge in the market.
This shift is reinforced by deeper institutional changes already underway. Training centres are integrating ANEP-accredited modules, using the SEGI digital platform to streamline certification processes, investing in pedagogical technicians, and strengthening the organisation of evidence folders required for certification readiness. Trainers are also applying structured psycho-pedagogical session plans that enhance learner-centred delivery.
Why this matters systemically: When CBT becomes a differentiator in the marketplace, rather than merely an optional legal requirement - it creates lasting incentives for quality improvement and strengthens pathways towards nationally recognised certification.
Work-based learning is increasingly embedded within competency-based training, and training centres are demonstrating greater autonomy in building partnerships with companies and managing student placements. This strengthens direct relationships between employers and training centres while expanding practical learning opportunities for students.
Swisscontact initially facilitated connections with private sector partners to pilot structured internships. Training centres are now building on this foundation through their own independent outreach. In 2025, interns were placed in 32 companies and workshops, including 18 Swisscontact-linked partners and 14 private partners mobilised directly by the training centres. This shift reflects growing training centre ownership of labour market integration, moving from project-facilitated placements towards a more co-led model. As centres increasingly secure opportunities themselves, the durability and scalability of work-based learning within Mozambique’s TVET system are further strengthened.
Recognition of Prior Learning (RPL) is emerging as one of the strongest drivers of systemic change. Partners are increasingly expanding the number of RPL opportunities offered and consolidating the entire process, from outreach and candidate intake to assessment and certification.
Importantly, the model is expanding both geographically and institutionally. Organisations in northern Mozambique have begun implementing RPL without direct delivery support from Swisscontact. In collaboration with the National TVET Authority (ANEP), Swisscontact provided virtual guidance to enable new institutions in Nampula Province to operationalise RPL.
This expansion is now being reinforced by other programmes and financiers. The Training of Trainers in RPL has generated sufficient momentum for the World Bank to finance RPL activities in centres not directly linked to the project.
RPL is also contributing to stronger institutional sustainability. It is increasingly recognised as a service with income-generating potential over the long term, while also requiring sound governance measures to ensure transparent benefit-sharing and maintain internal cohesion within training centres.
Post-training student monitoring tools and approaches piloted by Swisscontact are also gaining wider adoption. Tracer studies have attracted growing interest from partners seeking to strengthen their capacity to measure training outcomes.
This is important for systemic change because credible feedback loops enable institutions and other system actors to make informed decisions about training quality, relevance, and labour market outcomes, moving beyond one-off reporting exercises.
Swisscontact’s support to semi-informal and micro businesses, particularly in marketing and administration through local service providers - is receiving very positive feedback. If these interventions lead to business growth and job creation, they could provide a scalable pathway to strengthen the employment ecosystem surrounding TVET and internships.
Mozambique’s TVET system evolves gradually due to bureaucratic processes and limited resources for innovation. The project therefore prioritises sustainability by embedding practices within training centres that promote continuous quality improvement and by reinforcing replication until these practices become standard across regions and, ultimately, at the national level.
This approach aligns with the project’s systemic change logic: early adopters become advocates, influencing their peers and creating a ripple effect that supports the broader adoption of CBT, internships, and RPL.
This project is financed by the Medicor Foundation, Happel Foundation, and Linsi-Foundation. It is part of the Swisscontact Development Programme, which is co-financed by the Swiss Agency for Development and Cooperation (SDC), Federal Department of Foreign Affairs FDFA.