Profiling action strategies and evaluation in germany
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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 Evaluation in Germany. Outline of presentation. European and national framework Overall concept Initial profiling concept

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Profiling action strategies and evaluation in germany

Achieving Activation of Job Seekers:

Successful Strategies for Case Management

Dr. Wolfgang Mueller, 03./.04.11.08 Paris

Profiling, Action Strategies and Evaluation in Germany


Outline of presentation

Outline of presentation

  • European and national framework

  • Overall concept

  • Initial profiling concept

  • Future profiling concept

  • Actions following profiling (Action Strategies/ matching)

  • Evaluation

  • Lessons learned


European and national framework

European and National Framework

European Framework

  • Employment Guideline 19: Promoting of preventive and active approach

    - Early identification of needs

    - Personalised Action Plans

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


Overall concept

3

Chosing strategy or strategy pack

Action strategy 1

Action strategy

Profile

Action strategy 2

Phase1

Phase2

Phase3

Action strategy 3

Profile

Goal

Goal

Partial goals

4

Implementation and follow-up

Actors

Phase 1

Phase 2

Phase 3

Activities

Citizens

Counsellors pAP

Municipalities

Assesment of ntegration or integration progress

Overall Concept

Business Model of the BA

Business Processes

(Future Profiling concept)

Product Tendering

Leadership and Steering

1

Profiling

Corporate

Objectives

Strengths analysis

Professional and overall competences (relevant to matching)

1

Potential-

analysis

Personal profile

Context profile

+

Principle:

Tailor-made

Profile identification

Integration close

Complex

2

Goal setting

Partial goal

Goal

Options for the

clients close

to integration

Goal

Options for the

clients with

complex situtations

_____

_____

_____

_____

2

Indica-

tors

Principle:

Success

3

Principle:

Impact

Analytical Key

Figures

Evaluation


Initial profiling concept

Initial Profiling Concept

Social Code III

  • 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 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


Future profiling concept strength analysis instead of deficit analysis

Future Profiling ConceptStrength Analysis (instead of Deficit Analysis)

Educational Achievements

  • Vocational education (e.g. painter)

+

Professional Experience/ Qualifications

  • Professional experience / time in gainful employment (CV / job history)

  • Further training / certificates

+

Professional skills in targeted profession

  • Core competences (e.g. painter)

  • coating, exterior painting, facade painting…

  • Other competences (e.g. painter)

  • dry mortarless construction, wall and roof facing ….

+

Soft skills/ Personal strengths

  • Problem-solving skills

  • Activity and implementation skills

  • Social and communication skills

  • Inter-personal skills

=

Strength Profile


Future profiling concept capability analysis

Future Profiling ConceptCapability Analysis

Personal Profile

Qualification

Capability / Capacity

Motivation

  • Schooling

  • Vocational training

  • Professional experience

  • Linguistic skills

  • Intellectual capacity

  • Health restrictions relevant to job placement

  • Work and social habits

  • Own initiative / attittude to work

  • Readiness to learn and train

+

Context Profile

Context-Conditions

Labour Market Conditions

  • Personal situation

  • Housing situtation

  • Family situation (apart from support)

  • Financial situation

  • Geographical mobility / time flexibility

  • Regional demand for target professions

  • Regional demand for job types

  • Nationwide demand for target professions

  • Nationwide demand for job types

=

Capability Profile


Structure of classification of future profiling concept currently tested in pilots

Close to

Integration

Structure of Classification of Future Profiling Concept- Currently tested in Pilots -

Types of Profiles

Complex

Activation

Profile

Stabilisation Profile

Development Profile

Coaching Profile

Support Profile

Market Profile

Assessment of progress towards readiness for integration


Need for action leads to strategies for action

Need for Action leads to Strategies for Action

Need for Action

Strategy 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)

Qualification

Berufserfahrung

  • Berufserfahrung ermöglichen

Support

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

Performance Capacity

Arbeits- und Sozial-verhalten

  • Heranführen an das Arbeitsleben (Tagesstruktur herstellen)

  • Arbeitsverhalten stärken

  • Sozialverhalten stärken

  • Perspektiven verändern

  • Mitwirkungsbereitschaft fördern

Eigeninitiative/Arbeits-haltung

Motivation

Challenge

Lern-/Weiterbildungs-bereitschaft

  • Lernbereitschaft fördern


Matching attributes

Matching Attributes


Matching criteria

Matching Criteria

  • 5000 professions in standard profiles

  • 200 000 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


Treffer treatment effects and prediction

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


Average treatment effect on employment rate

Average treatment effect on employment rate


Peak tool

PeaK-Tool


Lessons learned

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


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