Professional Documents
Culture Documents
Saudi TVTC - GIZ - LR PDF
Saudi TVTC - GIZ - LR PDF
Guide
Partnerships and Perspectives of
Arab-German Cooperation
www.ghorfa.de
Vocational and Higher Technical
Education and Training
10 | 11
From Riyadh to Yanbu –
State-of-the-art Teacher Training in Saudi-Arabia
GIZ – Deutsche Gesellschaft für Internationale Zusammenarbeit GmbH
The Technical Trainers College (TTC) and its in-house training facility in Yanbu, the College of
Applied Technology (CAT), are the first institutions for vocational teacher training in the Kingdom
of Saudi Arabia. The establishment of both institutions is part of the Saudization program and is
meant to provide state-of-the-art teacher training in the Kingdom of Saudi Arabia.
Improving the education of vocational trainers is a key part of more Saudis are now qualifying as technical trainers. With
the educational reforms of the Saudi Arabian government. In these new colleges, the Saudi Arabian government wishes to
order to fulfill this goal, the Technical and Vocational Training improve the country’s capabilities to train teachers within the
Corporation (TVTC) asked GIZ International Services (GIZ-IS) to Kingdom. More than half of the Saudi population is under 30
set up the Technical Trainers College in the Saudi capital, years of age. However, in a country that earns its wealth from
Riyadh. TTC was founded in 2009, with 200 students in three oil and the service industry, the majority of the workers in both
disciplines of mechanical technology, information technology fields are foreigners and the unemployment rate for the young
and electronics. Saudi population remains high. TTC as the hub of the new
In the past, most teachers came from other countries in the Saudi vocational training system is one of the foundations for
Middle East, but with the establishment of TTC and CAT Yanbu, shaping the future of the youth in the country.
1 | Students of Production Technology at the Lathe, Photo: Jacob Steiger 2 | Practical Part of Bachelor Thesis – exhausted duct, Photo: Jacob Steiger
3 | Students and Lecturer work on a reliable telecommunication network, Photo: Mohammad Nowfal/Splendid Arabia
TTC follows the German model of vocational training, which TVTC chose GIZ as the operator for TTC in Riyadh and CAT in
sets the standard in this field worldwide. Both theory and prac- Yanbu because of the German vocational training and also with
tice are part of the curriculum. Whereas vocational training in the corresponding work ethic in mind. What does this exactly
Germany relies on a close cooperation between public schools mean? If you take a look at both colleges, you will find the atti-
and private companies, in Saudi Arabia both aspects of training tude of the students is based on a high level of discipline and
are covered by public schools. GIZ, as TTC’s operator and follow- willingness to work together. Students have the possibility to
ing the requirements of the Saudi Government, is training stu- continue discussions outside the classroom with their teachers.
dents both in their diploma as well as providing them with Teachers do not present ready-made solutions but show differ-
practical experience. As an institute of higher education, the ent approaches and possibilities to solve a problem. In the first
additional training gives a deeper and more scientific basis to semester at TTC, students sometimes need some time for
each student’s specialization. adjusting to this new style of teaching; however, they soon dis-
cover the new techniques by themselves and embrace a new
method of learning.
Vocational and Higher Technical Education and Training | From Riyadh to Yanbu – State-of-the-art Teacher Training in Saudi-Arabia 16 | 17
TTC’s curriculum –
a unique approach in Saudi Arabia
TTC has an international faculty and staff and actively recruits With this accreditation, students have the possibility to join a
worldwide. Within TTC, staff of all departments ranging from master’s degree program at a recognized international univer-
vocational pedagogy to English to workshop personnel work sity. Last year, both GIZ colleges in Saudi Arabia started a coop-
together with the goal to produce quality training for TTC stu- eration with selected German universities of applied sciences.
dents. This program offers additional value to the students. A part of
Throughout their time at TTC, students are being trained in the cooperative training is held during the semester breaks in
theory and practice in one of the three TTC specializations Yanbu; afterwards, graduates can move to Germany for a year
(mechanical technology, informational technology and elec- with grants from the Saudi government and complete their
tronic technology). In order to reinforce their previous training studies.
at colleges of technology, students obtain a scientific approach
to their profession. With state-of-the-art workshop equipment, Future of TTC’s graduates
TTC provides a practical training of the highest quality. During
the past four years, more than 10 million euros have been In 2009, the first batch of students joined TTC together with an
invested in machinery in all specifications. international staff of about 30 teachers. Presently, more than
A significant part of TTC’s curriculum is dedicated to voca- 70 staff members from over 16 nations are employed and all
tional pedagogy, and during their time at TTC students acquire 150 graduates from the first batch work as teachers and as
practical teaching experience at various vocational schools in employees of the TVTC now. Meanwhile two additional genera-
Riyadh. In direct contact with trainees there, TTC’s students tions of graduates have left TTC after successfully completing
receive an instantaneous feedback about their own form of their course of study.
teaching and can adjust their methods and materials under the
guidance of their lecturers. The College of Applied Technology in Yanbu as
A central part of TTC’s curriculum is company field practice. an in-house training facility
Within this unique program, students use their summer breaks
to work for six weeks in a company or a public authority where CAT Yanbu is the in-house training facility of TTC. Since autumn
they experience a professional working environment. Students 2012, successful TTC’s graduates have taught in this newly
work in more than 400 partner institutions in all parts of the established college, directly on the beach of the Red Sea. Estab-
Kingdom. We prepare our trainees for their future role as voca- lished in 2012, 30 TTC graduates went to Yanbu and developed a
tional trainers, thus, contributing to the development of the college with the disciplines learned in Riyadh. The idea behind
Saudi workforce. In order to be successful, trainees need a prac- this was to offer the graduates an opportunity to gain more
tical insight and a profound understanding of conditions in teaching experience, but at the same time offer them advice
today’s globalized working environment. and supervision in their teaching methods and in the handling
English is the language of training and communication on of trainee problems.
campus. It is one of the central goals of the government to TTC graduates work in Yanbu under the guidance of experi-
improve the English language skills within the vocational train- enced teachers in order to improve the quality of teaching.
ing system of Saudi Arabia. In this regard, TTC is a pioneer in Although the Yanbu college is also operated by GIZ, it started
providing English education to its students with around 22 ded- with a different approach and is more of a Saudi institution
icated English trainers. During the first semesters, students than TTC in Riyadh. Only the English department staff and the
improve their English skills both in general and according to management are international positions. All other employees
their chosen specialization. The English department also con- in the faculty and administration are Saudi nationals.
tributes in the improvement of teaching skills of students by
developing new teaching materials.
Additionally, TTC is accredited according to European stand-
ards following the guidelines laid down by the Bologna Process.
With this approach, TTC sets a standard in the region. The newly
created degree of a Bachelor of Engineering Technology com-
bines the requirements in the curriculum of technical and Dr. Michael Klees
vocational skills. Dean/Director
GIZ International Services
Special Topics
82 | 83
SOLUTIONS FOR SUSTAINABLE
TRAINING AND EDUCATION
Labour market-oriented training and education is an
elementary success factor for economic development
and social stability throughout the globe.
Our integrated approach includes:
INVEST IN PEOPLE
INVEST IN INTEGRATED SYSTEMS
INFRASTRUCTURE DEVELOPMENT
LABOUR MARKET SERVICES
In 2012, the Kingdom of Saudi Arabia (KSA) has embarked on a large-scale reform and expansion
of its technical and vocational education and training (TVET) system: By 2020, the number of Saudi
trainees will be more than doubled (from 110,000 to 300,000). At present, less than 10 %
of the 18 to 21 age group are involved in vocational training. The objective is to provide vocational
training for 40 to 45 % of the age group, young men as well as young women.
Reaching out to young women is the most difficult part of the As essential guidance for the establishment of 60 or more new
challenge. With the introduction of the first ever public support vocational colleges to be established in the Kingdom of Saudi
scheme for unemployed Saudis in 2012 (the so-called Hafiz Pro- Arabia (KSA) by international training providers, and also for
gram), the Saudi Government established its first unemploy- the reform of existing colleges and their curricula, the KSA Gov-
ment register. More than two million Saudi citizens registered ernment identified the urgent need of designing occupational
as job-seekers, currently unemployed. 80 % of the Saudi citi- skills standards for the most important 50 occupations. Since
zens in the 18 to 35 age group of job-seekers are women. Hence, the first ten of the new colleges started operations in Septem-
the multiplication of job opportunities for women is now listed ber 2013, this task had to be implemented on short notice and
among the top priorities of Saudi labor market strategies. Other within an extremely tight timeframe of four months.
recent measures of labor market policy focus on strict rules for The following chart shows the 50 priority occupations iden-
increasing Saudization of jobs. For each occupation, specific tified by the Ministry of Labor for bringing more Saudis into
targets have been set, ranging from 100 % in human resources employment. At present, the first five listed occupations repre-
administration and banking services to much lower targets in sent 80 % of job vacancies. The weight of these five occupations
the petrochemical industry. Actual figures prove that such tar- is, however, likely to be reduced within the next five to ten
gets have largely been met only in the banking sector (male years, with large-scale diversification if the Saudi labor market,
staff). The pressure on Saudi and, in particular, foreign compa- and particularly more employment opportunities for women
nies, is, however, constantly increasing: Jobs for qualified Sau- are expected.
dis are advertised across all business areas, particularly in the
private sector. As a result of a competitive tender, German International Coop-
Within this context, quantitative expansion of the voca- eration (GIZ), in partnership with the German Federal Institute
tional education and training sector alone would not be suffi- for VET (BIBB), was awarded the contract. GIZ and BIBB brought
cient. The present TVET reform relies also on upgrading the in their combined experience and expertise of establishing the
quality of vocational training, and on its benchmarking against first two TVET reform colleges in the KSA (one for teacher train-
highest international standards. ing in Riyadh, and one for initial training in Yanbu), and design-
The existing national occupational skills standards are out- ing occupational standards in other Gulf countries (Oman,
dated and do not provide sufficient orientation for new curric- Bahrain) as well as in other regions of the world (from Turkey to
ula as well as teaching and learning materials. the Caribbean).
Special Topics | New National Occupational Skills Standards for the Kingdom of Saudi Arabia 88 | 89
Highest likelihood of Saudisation was determined by applying 4 filters to MoL data
Requires Current
All jobs in MoL Pays → SAR Medium or low High likelihood
vocational Saudisation
database 3,000 hardship ¹ of Saudisation
training between 20 – 80 %
Jobs with high likelihood of Saudisation were ranked by total number of employees Top 5 have ~80% of the
total number of Jobs
1 Includes jobs with a medium or low amount of physical labor F Suitable for females
2 Depending on the industry and focus, sales and marketing jobs may be suited for woman
3 Saudisation rate currently lower than 20 % but could be due to data inaccuracy
1 | 48 high-priority NOSS have been identified based on the highest likelihood of Saudisation
Our Approach
The GIZ expert team agreed with experts from Saudi employers Main elements of the new National Occupational Skills
on the following definition: Standards (NOSS)
‘Occupational skills standards are agreed statements which
No NOSS Observations
specify competent performance expected in employment. They
1 Occupation, Name of the occupation,
encompass the knowledge, skill and associated competencies in function function in the industry
the workplace in a work-related or occupational area, and the 2 Occupational Main functional fields
ability to transfer and apply the knowledge, skills and associated functional map that add up to the occupation
in question
competence in new situations and environments.’ 3 Unit title/ Modules taken from the
The GIZ approach for designing the priority 50 occupational descriptor occupational functional map
standards is based on close cooperation with KSA employers. GIZ 4 Performance
outcome Activities including quality settings
experts proposed contents from existing KSA standards to be respectively performance settings
5 Performance
merged with selected international benchmarks and submitted criteria
their proposals to a series of 120 professional advisory and sec- 6 Essential knowledge Supporting knowledge
tor evaluation and validation groups, all composed of experts 7 Essential skills Key skills, general workplace skills
Performance Outcome
Curriculum Delivery Strategy
to be achieved
Institutional learning/training
Essential Knowledge (EK) + Learning
– Student work books
Associated Skills (AS) Specifications
– Learning and practice
– Tests
– Typically structured
– Resources
National Occupational – Teachers/trainers
Skills Standards (NOSS)
Training and delivery strategy
2 | Competency development training design model for initial training – using one Unit Standard as an example
Therefore, the new standards provide precise and detailed The new opportunities for rendering curricula and training as
information on what employees are expected to do at their relevant for the world of work can be summarized in the chart
workplace. This way, new curricula can be expected to be as rel- above.
evant as possible for the KSA labor market. According to data provided by Saudi employers to the GIZ
expert team, companies in the Kingdom invest an average of two
Services years on-the job training for newly recruited graduates from uni-
versities or colleges of technology before integrating new staff
GIZ experts provided all proposals for discussion and valida- into full employment. In the chemical and pharmaceutical
tion of new standards, facilitated 120 working groups with industry, such additional training requires a minimum of three
Saudi company experts, and prepared a searchable data base. years, which means three more years invested in training after
To facilitate development of more new standards, a series of completion of a three years training in colleges of technology or
guidelines for NOSS development has been prepared. To facili- four to five years before graduating from universities.
tate the development of new curricula, guidelines for curricu- Therefore, all experts from Saudi companies expressed their
lum development were also developed by the GIZ NOSS 50 interest in enhancing quality and relevance of technical and
expert team. vocational training as well as their willingness in fully contrib-
uting to the design of new occupational standards and related
curricula.
Special Topics | New National Occupational Skills Standards for the Kingdom of Saudi Arabia 90 | 91
Results
A total of 52 new occupational skills standards (48 occupations The new 1,500 NOSS units can be combined according to vari-
in 13 different business sectors and four cross-industry generic ous needs, from short-term courses to three year training pro-
skills) were elaborated. grams or professional development packages. The project
These standards include summaries and functional map for results fit, therefore, to actual needs of providing vocational
each occupation. They are subdivided into 1,500 units, each training to diversified target groups, and also to lifelong learn-
describing actual work functions and performance indicators. ing and professional development.
All new standards are benchmarked against international
standards selected from 12 good practice countries and interna- New developments
tional occupational standard classifications (ISCO and ACO).
The Saudi government has approved all products of the GIZ
The 12 good practice countries selected for benchmarks international expert team by September 2013. The new NOSS
are the following: have been published and are available online by the newly
– Australia established Saudi Skills Standards Company (see http://www.
– Canada ncepa.gov.sa/About.aspx#). A bilingual version (English/Arabic)
– CANTA (Caribbean region) will be added in December 2013.
– Germany A series of further 25 priority occupations has been identi-
– Ireland fied for additional steps towards Saudization, and as subjects of
– Malaysia new technical colleges for men and women. NOSS for 25 addi-
– New Zealand tional occupations are expected to be available by May 2014.
– RSA (South Africa) New priorities include a number of occupations in the health
– Scotland (SQA) and social services sector, which provide job opportunities for
– UK women. The service sector accounts for almost 50 % of the new
– UAE priorities for bringing Saudis into employment.
– USA
About us Networking
The Ghorfa Arab-German Chamber of Commerce and Industry – Quick access to decision-makers from industry and politics
is the competence centre for business relations between Ger- – Organisation of delegation visits
many and the Arab world. It was founded in 1976 and since – Organisation of events, conferences and further contact
1 August 2000, it is located in Berlin. The Board of Directors and platforms (e. g. German-Arab Business, Energy, Tourism,
the Executive Board equally consist of German and Arab mem- Health, Education and Vocational Training Forum)
bers. This guarantees balance and mutual trust. Not only major – Ghorfa joint booths at major Arab and German trade fairs
German and Arab enterprises are among our members, numer- – Promoting member services and products to a wider
ous small and medium-sized enterprises complete our top- business community
class network.
Consulting
Our network – Connecting with matching business partners
The Ghorfa operates under the umbrella of the General Union – General and business-related intercultural consulting
of Chambers of Commerce, Industry and Agriculture for Arab – Country and branch specific analysis
Countries and acts as the official representative of all Arab – Mediation and arbitration in cases of business disputes
Chambers of Commerce and Industry in Germany. Our cham- – Advice and guidance through the multitude of offers and
ber works closely with the Arab embassies in Germany, the competing products on the German and Arab market
Arab League and related governmental bodies in the Arab – Comprehensive and detailed market information about
states. It is part of the worldwide organisation of Arab foreign Germany and the 22 Arab states
Chambers of Commerce and Industry. The Ghorfa cooperates – Visa support and legalisation services
with German governmental bodies on federal and regional
level and the most important German industrial associations. Information
– Early information about projects and tenders
What we do – Monthly issued Arabic and German newsletters
We actively promote and strengthen business relationships – Quarterly bilingual business magazine SOUQ
among our members and within the wider Arab and German – Arab-German Business Directory providing over 6,000
business community. We pave the way for stronger business yearly updated company profiles
cooperation in the fields of trade, industry, finance and invest- – Sector specific books that shed light on Arab-German
ment between Arab and German business partners. Strategic cooperation in different industrial sectors such as health,
partnerships based on mutual benefit and understanding cre- education, energy or infrastructure
ate new business opportunities to facilitate economic benefits – Information on the latest economic developments, markets
for both sides. We therefore mainly focus on networking, com- and sectors, legal and political background
munication and on providing information about relevant eco-
nomic and industrial developments. We welcome you to become part of the high-level network that
we provide for professionals and business leaders from the Arab
world and Germany. Join us and share our vision of prospering
Arab-German business relations. For further information con-
cerning membership in our chamber please contact us:
Ghorfa
Arab-German Chamber of Commerce and Industry e. V.
Garnisonkirchplatz 1, 10178 Berlin, Germany
Phone: +49 30 278907 – 0 | Fax: +49 30 278907 – 49
ghorfa@ghorfa.de | www.ghorfa.de
Under this banner, we provide knowledge of management Services in the field of Training & Qualifications
training and intercultural competence, experience abroad and – Professional qualification programs, management training,
international expertise to several thousand people from all intercultural training, international consulting,
over the world each year. In addition, we manage cross-border vocational training, language training
educational projects for the business community and public – Train the trainer programs
institutions. Carl Duisberg Centren consists of a network of – Curriculum development and elaboration
affiliates. This network is one of the leading service providers in of training material
the area of international training and qualification. – Quality control systems for training and further education,
There are 200 full-time employees in Germany and abroad. support in the selection of personnel
The network includes consultants and experts in business and – Planning and equipment of training institutions
education. – Evaluation of TVET institutions and of TVET programs
and projects
Festo as one of the world’s leading companies is providing pneu- Festo has developed into a leading company in the field of
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1 | Festo AG & Co. KG headquarters in Berkheim, Germany 2 | Training situation on a fully automated learning factory
Companies: in 62 countries Ms. Özkan-Luers | Senior Regional Manager Near East, South Caucasus &
Branch offices: over 250 branch offices Central Asia | Phone: +49 711 3467 56440 | ddmz@de.festo.com
Representatives: authorised representatives in 176 countries Mr. Günther Hayn | Senior Regional Manager, Middle East and Asia Pacific
Festo customers: more than 300,000 in 176 countries Phone: +49 711 3467 1470 | hayn@de.festo.com
FORUM
Institut für Management
GmbH
Services:
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International cooperation partners: Contact: Dr. Ulrich Zeitel | CEO | Phone: +49 6221 500500
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The IHA provides every level of instruction according to their For analyzing hydraulic components and systems the IHA offers
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Test bench for salt spray testing
With the salt spray test, possible corrosion damage on metal
1 | Internationale Hydraulik Akademie in Dresden components is detected very quickly.
Karl Kolb GmbH & Co. KG is a leading German supplier for labo- – General laboratory instruments
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Companies Overview
Waldner Laboreinrichtungen GmbH & Co. KG is a company of the Waldner
Group, which employs approximately 1,100 employees worldwide. The
Waldner Group consists of three legally independent companies with head
office in Germany and eight subsidiaries worldwide.
Head of Company:
Chairman: Helmut Hirner
Management board: Jochen Zeuch Waldner Laboreinrichtungen GmbH & Co. KG
Year of foundation: 1908 – Waldner Group Haidoesch 1, 88239 Wangen, Germany
1950 – Waldner Laboreinrichtungen Phone: +49 7522 986 0 | Fax: +49 7522 986 418
GmbH & Co. KG info@waldner-lab.de, www.waldner-lab.com
Annual turnover: 130 million € (2011/2012)
Employees: approx. 700 Dubai Biotechnology and Research Park
Production Facilities: Wangen, Germany P. O. Box 502454, Dubai, UAE
Visiting address: Al Thuraya Tower 1, 9th Floor, Office 906
Products: Laboratory furniture for laboratories and school labs,
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storage cupboards, supply and supposal systems Phone: +971 44504167 | Fax: +971 44504168 | peter.schmid@waldner.de
Arab & German Academy for Holistic Therapies and Medicine
Hansa-Flex AG
Hydraulics counts as one of the key technologies in industry. The IHA is Internationale Hydraulik Akademie GmbH (IHA)
dedicated to its advancement. As a service provider to machine operators, Am Promigberg 26, 01108 Dresden, Germany,
production companies and developers of hydraulic installations the IHA Phone: +49 351 658780 25 | Mobile: +49 15161369906
provides analyses and testing of components and entire systems uwe.moebius@hydraulik-akademie.de
independently of manufacturer. Our diverse educational and advanced Phone: + 49 351 658780 0 | Fax +49 351 658780 24
training courses convey the relevant knowledge in a practice-based way. info@hydraulik-akademie.de | www.hydraulik-akademie.de
Kraftwerksschule e. V.
The name Ottobock stands for high-quality and technologically outstanding Project: Perspectives of P&O education in Saudi Arabia –
products and services in medical technology around the world. The goal of the chance of public private partnerships
helping to restore mobility for people with disabilities, and protect what Contact: Klaus Frölich | Director Sales Export
mobility they have, stands behind each and every product of the company. The
conviction that quality of life is closely associated with a maximum of Otto Bock HealthCare GmbH
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Renewables Academy AG
sequa gGmbH
Siemens AG
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