International project „Instrument for competenceanalysis and -creation“, EU-financed
State of affairs Number of unemployed people in the European Union and the Euro-zone November 2011 until November 2012 (in million; seasonally adjusted)
Eurostat: Unemployment rate of the Euro-Zone in November 2012 at 11,8 Prozent Unemployment rate in November 2012, seasonally adjusted 30 26 26,6 25 20 16,3 % 14 14,1 14,5 14,6 15 9,6 10,5 10,6 10,7 10,9 11,1 11,8 12,4 12,5 9,5 10 8,1 7,9 7,9 7,8 7,4 7,4 6,9 6,7 5,6 5,4 5,1 4,5 5 0 *September 2012 **Oktober 2012 ***Q3 2012
Target group severely disabled people http://statistik.arbeitsagentur.de/Statischer- Content/Arbeitsmarktberichte/Personengruppe n/generische-Publikatione http://statistik.arbeitsagentur.de/Statischer- Content/Arbeitsmarktberichte/Personengruppe n/generische-Publikationen/Schwerbehinderte- 2013.pdf (heruntergeladen am 16.06.2013
Resources for rehabilitation measures constantly shortened
Carried together by Prof. Sell The development of the inclusiontitle for the JobCenter Development of the nominal-actual outlay for inclusion resources *Ist- Ausgaben auf Basis der Vorjahre geschätzt Quelle: O-Ton Arbeitsmarkt
Acquisition of model-companies 2011 und 2012 Difficulties to generate connection ability � Good workload of the companies � Many projects simultaneously for example to the demography � Administrations did not see sense and purpose, keyword: Why should our executives be interested in such an instrument � Existing furtherances should not be raised to question � No resonance in different forums at the XING Network � nevertheless
Acquistion of model-companies 2011 und 2012 Connection ability about � Contacts to educational providers using the network of the executives � Response to management and executives to whom are existing connections � Contactcare to emloyees of benefactors who are in direct contact to the EWIBO � Proving in the partnerorganisations of the EWIBO
Realised measurements
Target groups � Promoted people according to § 16e SGB II � Integrationdepartment for target group employees � After rehearsel employment for disabled people � Projectbusiness at educational providers with longtime unemlpoyed people who are difficult to place � Industry: experimentel process out of the promotion landscape
Results for the projekt Resistances of the authorities Potentials for the authorities � The inspection of existing furtherances � A detailed discription of the workplace is present � High time exposure � The requirements to the employees are formulated � They do not measure on thier own distinct � Acceptance of the results � The calculation of the furtherance is special and individual � A progress can be documented � Reqirements to the employer and to the employee for the progress are defined and verifiable � The futherances will be fitted to the person and the workplace � The external consultant calculates the extent of the furtherance and stays neutral at the cometence analysis
Results for the projekt Potentials for the target group Resistances of the target group � They have knowledge of the analysis before: � The fear of lossing the furtherance and the Transparency workplace � The suggestions for the competence development � The fear of PE measures, espacially trainings are moving in a realistic frame � The loss of the estimation by the executive � The procedure is transparent � The fear of the unknown analysis and the person of � The disability itself is less important in the the consultant conversation than the competences that are shown, because the disability was discussed and analysed before � Estimation � Open dialogue with the executive
Results for the projekt Potentials for the executive/company Resistances of the executive/company � They have knowledge of the analysis before: � Time exposure Transparency � Enrichment of work � The suggestions for the competence development are � To be wrongly valued as executive moving in a realistic frame � The loss of confidence of the employee � The procedure is transparent � The loss of reference values to regular � Support of a neutral consultant: the discussion is employment at permanent furtheranced moderated people � Potency oriented dialogue � Open dialogue with the employee
Results for the projekt Chances Risks � Sparing effort of public finances � Time exposure � The competence at the workplace is focused, not � The procedure is not admitted at the calculation the disability or the placement barrier integration payments at moment � Dialogue between employee and executive is � The procedure is not qualified for the integration of initiated unemployed without internships and probational � Moderated measuring and evaluation by external employment, because there is no statement of the consultans is less work for the executives and distance at the employment market steals no time of the administration employess � Furtherances, granted and based on the „distance � Potency oriented dialogue to the employment markett“ , may be questioned � Effect on permanent emloyment is assumed � Functional competences should be more regarded
Future prospects � Development of an analysis that also fits at the access of the employment market � Adjustment of the actual instrumentes acording to the employment market � Entry and follow analysis are in need of political support, the acquise amount of the consultant should not be the main work � Implementation of the consecutivly coordinated instruments into the landscape of furtherances � Required is a support of the adaptation and assistance of the implementation by employee market actors
Customer Responces Master XY(Projektmitarbeiter): „That was good, wen never talked about that this way before.“ Employee industry: „Now I know how I am regarded.“ Executive industry: „It was very interesting für me to notice when self awareness and awareness of other differ.“ Social worker (Project employee): „…unfamiliar to talk in a such decidely way about work.“ Employee of an integration company: „A really great employment!“ Employee IT: „Without that help I`ll never be employed!!“ Dear Mrs. Schmeinck, both the analysis and the evaluation of the questionaires has pointed out several starting points how employees get to know their competences better and achive development in close collaboration to their executives. A planed second zweite questionaire is not suitable at the moment, because the gained insights have to enter our production business over a long time period. Thank You very much again for the intensive and competent support and the very pleasant cooperation. Best Regards Dr.-Ing. Jörg Detering
Sources http://www.bagarbeit.de/data/Dokumentationen/2012-10-25/Sell.pdf http://epp.eurostat.ec.europa.eu/portal/page/portal/eurostat/home/ www.pub.arbeitsagentur.de http://www.o-ton-arbeitsmarkt.de/ http://de.statista.com/statistik/daten/studie/76479/umfrage/arbeitslosenz ahl-in-der-eurozone-und-der-eu27/ Borken - statistik.arbeitsagentur.de Bund, Länder und Kreise - statistik.arbeitsagentur.de Arbeitsmarkt im Überblick - statistik.arbeitsagentur.de Bundesagentur für Arbeit - Eckzahlen des Arbeitsmarktes nach Ländern
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