From job to job the dutch approach conference social dialogue nicolette piekaar 21 february 2013
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From-Job-To-Job The Dutch Approach Conference Social Dialogue Nicolette Piekaar, 21 February 2013. Introducing…. VNG: Association of Netherlands Municipalities 408 Municipalities (1-1-2013) CvA: VNG’s department Municipalities Employers Association

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From job to job the dutch approach conference social dialogue nicolette piekaar 21 february 2013

From-Job-To-Job

The Dutch Approach

Conference Social Dialogue

Nicolette Piekaar, 21 February 2013


Introducing
Introducing…

  • VNG: Association of Netherlands Municipalities

  • 408 Municipalities (1-1-2013)

  • CvA: VNG’s department Municipalities Employers Association

  • CvA party in Collective Labour Agreement on behalf of all municipalities

  • VNG aims for quality and strength of local government, CvA focuses on quality of the organization and workforce

  • ‘First Government, Best Employer’




Context
Context

  • Changes in labour market

  • Changes in demography

  • Changes in perception of employer/employee roles

  • Changes in scope:The ‘First Government’ is taking over from central and other local levels

  • Changes in perception of the over all role of public authority (from actor to director)

  • A financial and economic crisis (budget cuts)



Context2
Context

  • Another type of organization and employee is required

  • Another set of labour conditions is necessary

  • ‘CLA of the future’


Cla 2011 2012
CLA 2011-2012

  • First steps in renewing the CLA:

  • Road map to ‘CLA of the future’

  • More flexibility in working hours

  • More flexibility in employability (appointment in general service)

  • More mobility by creating an individual training budget aiming at increasing employalibility

  • ‘Job-to-Job’ approach


How it was reorganization dismissal unemployment insurance and forever behind the geraniums
How it was:Reorganization, dismissal, unemployment insurance, and forever behind the geraniums


How it should be keep working challenge for both employer and employee
How it should be:Keep working!Challenge forboth employer and employee


Why this new approach
Why this new approach?

  • Municipalities, being government, carry their own unemployment costs

  • The social security safety net is not so safe anymore

  • We need the workforce

  • Employability is a mutual responsibility


Job to job approach stepwise
Job to Job approach stepwise

  • Step 1: determining date of redundancy

  • Step 2: job potential inquiry with (professional) career coach

  • Step 3: individual plan, with detailed conditions regarding - training, - time needed for job hunting - interview training - evaluations - budget made available by employer - rights and obligations for employee and employer the aim of the plan is finding another (fitting) job within 2 years; 1 x prolongation possible if necessary and useful

  • Step 4: another job, within the municipality or outside


Job to job approach terms and conditions
Job to job approach terms and conditions

  • The employer has to invest in programmes, mobility center, training facility

  • A personal budget of Euro 7.500 max

  • The employer has to set up a joint committee which supervises the implementation of the individual plans and intervenes if necessary

  • The employee must face the challenge of a new job and/or a new employer; refusing a fitting job leads to immediate dismissal without extra redundancy payments


Job to job first experiences
Job to job first experiences

  • The Hague: a special organization was created in order to help 1050 Fte find a suitable job

  • The bureau has 12 employees: job coaches, casemanagers and communications officer

  • Transparency and a certain time frame help change the mindset, and activate people

  • Employee AND organization become more flexible

  • In sofar: successful


First experiences
First experiences

  • Leeuwarden:

  • Job-to-job approach is key in new social plan, thus creating room for new (modern) labour conditions

  • Nijmegen:

  • Earlier experience with a job-to-job approach, using individual plans was successful in all cases

  • Westland:Investment in phase 0: all employee enter in a mobility plan, including talks with career coaches, training and education plans to prevent redundancy


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