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Paper on the preparation of the tripartite agreement State – Unédic – New Public Operator

Paper on the preparation of the tripartite agreement State – Unédic – New Public Operator Jean-Marc Boulanger. Lessons from experience in other countries. The chances of finding another job diminish with time (fast return to work = key factor)

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Paper on the preparation of the tripartite agreement State – Unédic – New Public Operator

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  1. Paper on the preparation of the tripartite agreement State – Unédic – New Public Operator Jean-Marc Boulanger

  2. Lessons from experience in other countries • The chances of finding another job diminish with time (fast return to work = key factor) • The job-seeker's commitment is always necessary, and is rewarded by benefits and quality of service. • The work of the SPE (public employment service)is more than simply displaying offers and requests opposite each other. • Closer contact between the employment services and the social services is always desirable. • Enhanced assistance is effective for groups of people at a high risk of unemployment. • Monitoring the active search for work cannot be separated from individual follow-up. • The SPE's service offer must be legible in terms of marketing. • Independently of the question of comparative efficiency, the help of private operators is always useful to the public service.

  3. Six key points to clarify the proposals • The task of the new public operator is to be an active intermediary. • It acts in the short term to ensure a fast return to work. However, its action is also long-term in the field of individual careers and PMJS. • It must also ensure a return to work for people with specific social problems. • It acts within a territory with independent stakeholders. • In its core business it must work with others, having responsibility for impetus and results. • The first tripartite agreement is a tool for the transition towards a target.

  4. The service offer for job-seekers – common points • Customised service • Begins immediately • Involves frequent contacts with a single referral agent • Seeks a fast return to work by implementing an action plan • Aimed at a work objective, based on an initial diagnosis • Mobilising a unique range of services • Reflected in a mutual commitment of responsibility and service

  5. Regular meetings (at least monthly) with a referring adviser of the professional team to support the implementation and update the action plan defined. • Access to all services of assessment, job-seeking workshops, sector workshops, etc. Service offer for job-seekers 75 -80%? First contact Customised support 20-25%? Employment Customised assistance • IN-DEPTH PROFESSIONAL INTERVIEW • Creating profile and diagnosis of job-seeker's skills, abilities and constraints. • Information on job market. • Setting a realistic work objective and action plan. • Mututal commitment to active search and services. • Advice adapted to professional sector. • Search for job offers • Registration • Identification of entitlements to allowance. • Presentation of service offer. • Registration on the "anpe.fr" website. • First search for job offers. • First professional appointment made. • Prospecting of targeted offers to match the person's profile. • Regular contacts by an adviser with a portfolio of approximately 40 to 60 job-seekers. • Access to all services: assessment, job-seeking workshops, sector workshops.

  6. Function: Management • Partnership policy (job-centres, CCI, local authorities, associations, training bodies). • Monitoring of activity, general coordination. Function: Technical support - benefits – on site or organised at regional level. • Processing of complex cases of benefits. • Updating of files. • Responding and dispensing aid to job-seekers (intervention policy). • Regulatory management • Management of prelitigation. Function: Contact with job-seeker • First contact with job-seeker: reception, presentation of service offer, tools, mutual commitment, presentation of first offers. • Processing of entitlements for simple cases. • Responsible for the free-access area. Function: Internal administrative support and monitoring • Accounting unit. • HRM. • Internal monitoring. • Physical and financial follow-up and monitoring quality of service-providers. Function: Customised support Function: Advice to job-seekers • Regular face-to-face interviews and workshops (more than 50% of time and dedicated). • Monitoring by job-seeker portfolio. • Recommending services: assessment, workshops and training courses. • Monitoring of active search. • Marginally: contacts with companies and prospecting (very limited time). Funciton: Advice to recruiting companies • Watch by business sector. • Identifyng, collecting offers, prospecting. • Possible selection of job-seekers and monitoring of recruitment. • Job-seeker contact (interviews or workshops) in limited time. Specialist function: Customised assistance • Enhanced assistance in job-seeking. • Prospecting of offers according to job-seeker portfolio. Not shown: specific tems, CRP, vocational platforms Teamwork

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