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
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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