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Achieving Activation of Job Seekers: Successful Strategies for Case Management Dr. Wolfgang Mueller, 03./.04.11.08 Paris Profiling, Action Strategies and.

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Präsentation zum Thema: "Achieving Activation of Job Seekers: Successful Strategies for Case Management Dr. Wolfgang Mueller, 03./.04.11.08 Paris Profiling, Action Strategies and."—  Präsentation transkript:

1 Achieving Activation of Job Seekers: Successful Strategies for Case Management Dr. Wolfgang Mueller, 03./ Paris Profiling, Action Strategies and Evaluation in Germany

2 Seite 2 Outline of presentation European and national framework Overall concept Initial profiling concept Future profiling concept Actions following profiling (Action Strategies/ matching) Evaluation Lessons learned

3 Seite 3 European and National Framework Employment Guideline 19: Promoting of preventive and active approach - Early identification of needs - Personalised Action Plans European Framework National Framework Social Code III (short-term unemployed < 1 year) - § 6 Identification of professional and personal characteristics, skills and aptitude of the (future) unemployed - § 35 Integration Agreement/ § 144 Sanctions Social Code II (long-term unemployed > 1 year, not entitled for Unemployment Benefits) - § 3 Basic principles of services (general and especially youth) - § 15 Integration Agreement/ § 31 Sanctions

4 Seite 4 Overall Concept Business Model of the BA Leadership and Steering Business Processes (Future Profiling concept) Corporate Objectives Analytical Key Figures Phase 1Phase 2Phase 3 Citizens Counsellors pAP Municipalities 4 Implementation and follow-up Actors Activities Assesment of ntegration or integration progress Profile Phase 1 Phase 2 Phase 3 Action strategy Goal 3 Chosing strategy or strategy pack Partial goals Action strategy 1 Goal Action strategy 2 Action strategy 3 Profile Options for the clients close to integration Options for the clients with complex situtations 2 Goal setting _____ Goal _____ Partial goal Goal Professional and overall competences (relevant to matching) Personal profileContext profile Potential- analysis Strengths analysis Profile identification 1 Profiling Integration closeComplex + Product Tendering Principle: Tailor-made Principle: Success Principle: Impact Indica- tors Evaluation

5 Seite 5 Initial Profiling Concept Aim is the integration into the labour market as fast as possible Finding the client‘s starting point and the shortest way into work  Customer Group  Action Programme Actions based on the maximum of 1 year in the system Social Code III Social Code II Aim is to make the client capable of not only getting integrated into the labour market but also developing his entire employability Needs analysis  Mapping of causes  Development plan Actions based on the maximum of 50 years in the system Specific concept for U 25

6 Seite 6 Future Profiling Concept Strength Analysis (instead of Deficit Analysis) Core competences (e.g. painter) coating, exterior painting, facade painting… Other competences (e.g. painter) dry mortarless construction, wall and roof facing …. Professional skills in targeted profession Soft skills/ Personal strengths Problem-solving skills Activity and implementation skills Social and communication skills Inter-personal skills + = Vocational education (e.g. painter) Educational Achievements + Professional experience / time in gainful employment (CV / job history) Further training / certificates Professional Experience/ Qualifications + Strength Profile

7 Seite 7 Future Profiling Concept Capability Analysis Personal Profile Qualification  Schooling  Vocational training  Professional experience  Linguistic skills Capability / Capacity  Intellectual capacity  Health restrictions relevant to job placement  Work and social habits Context-Conditions  Personal situation  Housing situtation  Family situation (apart from support)  Financial situation  Geographical mobility / time flexibility + = Capability Profile Motivation  Own initiative / attittude to work  Readiness to learn and train Context Profile Labour Market Conditions  Regional demand for target professions  Regional demand for job types  Nationwide demand for target professions  Nationwide demand for job types

8 Seite 8 Structure of Classification of Future Profiling Concept - Currently tested in Pilots - Close to Integration Complex Market Profile Activation Profile Coaching Profile Development Profile Stabilisation Profile Support Profile Types of Profiles Assessment of progress towards readiness for integration

9 Seite 9 Need for Action leads to Strategies for Action Need for ActionStrategy for Action Schulische Qualifikation  Schulabschluss erwerben Berufliche Qualifikation  Berufliche Weiterbildung realisieren  Berufseinstieg nach Berufsabschluss/ Weiterbildung realisieren  Berufsabschluss fördern  Ausländische Bildungsabschlüsse/Qualifikationen/Zertifikate anerkennen  Berufsausbildung vorbereiten (nur U25 und/oder Reha) Berufserfahrung  Berufserfahrung ermöglichen Sprachkenntnisse  Deutsche Sprachkenntnisse erwerben  Integrationsrelevante Fremdsprachkenntnisse erwerben Intellektuelle Leistungs- fähigkeit  Leistungsfähigkeit feststellen (inkl. Reha-Prüfung)  Leistungsfähigkeit fördern  Gesundheitlich angemessene Beschäftigung/Ausbildung realisieren Verm. rel. Gesund. Einschränkungen Arbeits- und Sozial- verhalten  Heranführen an das Arbeitsleben (Tagesstruktur herstellen)  Arbeitsverhalten stärken  Sozialverhalten stärken Eigeninitiative/Arbeits- haltung  Perspektiven verändern  Mitwirkungsbereitschaft fördern Lern-/Weiterbildungs- bereitschaft  Lernbereitschaft fördern Qualification Performance Capacity Motivation Support Challenge

10 Seite 10 Matching Attributes Required criteria  Starting date  Working hours  Location  Vocational training  Highest educational attainment  Practised / learned profession  Competences (optional)  In certain cases  Mobility  Disability Other criteria  Fixed-term employment  Working hours per week  School marks  Readiness to travel  Gender  Age  Military service  Origin  Employer‘s name  Sector  Size of the company

11 Seite 11 Matching Criteria 5000 professions in standard profiles description of activities to define standard profiles 9000 competencies (Hard Skills), subdivided in competencies of the specific profession and competency groups Weighting of competencies is possible (scope and quality) Soft Skills matching implemented in the Future Concept

12 Seite 12 TrEffeR – Treatment Effects and Prediction Retrospective Impact Evaluation of labour market results of participants of ALMP-Programmes in comparison to a potential result without treatment Assignment to programmes is not random (Profiling/ Action Programmes) Disaggregation is possible in several dimensions (now 15) Evaluation is used for a targeting system (PeaK – Product Effect on Customer)  Loop Concept

13 Seite 13 Average treatment effect on employment rate

14 Seite 14 PeaK-Tool

15 Seite 15 Lessons Learned Single elements in use do not cause an impact, only an integrated system creates an effect Professions are too crude, Hard Skills are not enough for profiling/ matching Systematisation is necessary, schematisation is dangerous No steering and configuration of systems, processes and programmes are possible without evaluation Output observation is not enough, outcome and impact assessments are necessary Loop between evaluation and profiling/ targeting is necessary

16 Seite 16 Overall Concept/ Action Programme 3 Pathway to target through Action Programme 4 Action Programme in use How can the customer reach his target? How do customer and placement officer implement the pathway? ProfilZiel Phase 1Phase 2Phase 3 Produkt AProdukt BProdukt C 1 Description customer‘s profile 2 Determination of target Where stands the customer? Kundenprofil Persön- liches Profil Kontext- profil If necessary: Why was the target not reached? Veränderung Einstellung/ Motivation Abbau Hemmnisse Veränderung Fähigkeiten Integration 1. AM 2. AM 3. Sektor Where should the customer stand? …

17 Seite 17 Initial Profiling Concept Betreuungs- profil Beratungs- profil - Aktivieren Markt- profil Beratungs- profil - Fördern Schwach Stark SchwachStark Fördern Fordern Kontextprofil Hemmnisse  "Fördern" Spezifische Arbeitsmarkt- bedingungen  "Fordern" Persönliches Profil Engagement/ Motivation  "Fordern" Fähigkeiten/Qualifikation  "Fördern" Estimation of amount of action needed… Where is the customer? 1 Estimation of Successful Integration 2 Determine customer‘s profile 3

18 Seite 18 Future Profiling Concept (1) Phase 1Phase 2Phase 3 Bürger Vermittler pAP Kommune 4 Umsetzen und Nachhalten Akteure Aktivitäten Integration bzw. Integrationsfortschrittsbeurteilung Sofortige(s) Matching & Vermittlung Kontinuierliche Rückkopplung Profil Phase 1 Phase 2 Phase 3 HS Ziel 3 Strategie bzw. Strategiebündel auswählen Teilziel HS 1 Ziel HS 2 HS 3 Profil Optionen integra- tionsnahe Kunden Optionen komplexe Kundensituationen 2 Ziel festlegen _____ Ziel _____ TeilzielZiel Berufliche + übergreifende Kompetenzen (Matchingrelevant) Persönliches ProfilKontextprofil Potenzial- analyse Stärken- analyse Bestimmung Profil 1 Profiling durchführen IntegrationsnahKomplex +


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