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Dr. Frank Bauer (Institute for Employment Research)

Dr. Frank Bauer (Institute for Employment Research) J obTrainer – results from an implementation study of a labour market project in Objective 2 Regions of Western Germany. CGG Workshop „ Reforming Unemployment Policies in Europe” 15/16 May 2009. Regional Disparities in Unemployment.

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Dr. Frank Bauer (Institute for Employment Research)

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  1. Dr. Frank Bauer (Institute for Employment Research) JobTrainer – results from an implementation study of a labour market project in Objective 2 Regions of Western Germany CGG Workshop „Reforming Unemployment Policies in Europe” 15/16 May 2009

  2. Regional Disparities in Unemployment • Decline in unemployment in Germany since 2005 • Umemployment rate January 2005: 12.1% • Current Rate of Unemployment: 7.2% • High amount of regional disparities regarding unemployment • Eichstätt (Federal State of Bavaria): 2.4% • Uckermark (Federal State of Mecklenburg Pomerania): 25.0% • North Rhine-Westphalia: Decline of traditional industries and related sectors since the 1970s • Ruhr area especially problematic: Share of long term-unemployed up to 80% • Slow progress of structural change • Parts of North Rhine-Westphalia classified Objective 2 area by EU

  3. “JobTrainer” • Labour market programme for North Rhine-Westphalia's Objective 2 regions • Implemented from spring 2006 to summer 2008 • Funded by The Federal State‘s Department of Labour • Based on recently introduced labour market instrument • AGH Entgeltvariante §16 SGB II • Emphasis on „Enabling“ instead of „Workfare“ • Implemented by newly founded regional employment centres for longterm unemployed (ARGEn, Optionskommunen) • Programmes conducted by regional educational institutions • 13 regions in North Rhine-Westphalia • 38 different projects • Over 1500 participants

  4. Structure of „JobTrainer“ • Highly selective allocation of participants • Participants become employees covered by social security for duration of project (9 to 11 months) • Core element of on-the-job-training in regional enterprises and minor qualificational elements • Pedagogical support for participants by „JobCoaches“ • Strong emphasis on integration into first labour market

  5. The JobCoaches • in the standardised JobCoach-survey there was almost no variance concerning the item “activation” • each JobCoach sees himself as “activating the clientele” • everybody emphasizes the relevance of “trustful interaction” • everybody wants to help the participants to unfurl • but in non-standardised interviews the self-concepts and the perspectives on the participants were very different • It was necessary to come to a typology that considered the differences of attitude and of professional habitus

  6. The JobCoaches • Typology of JobCoaches’ different approaches to working with their participants • Based on sequential analysis of interviews with all 37 JobCoaches • Three basic types: • “The socio pedagogical approach” • “The common sense pedagogics of veteran JobCoaches” • “The inability to acknowledge the participant’s individuality”

  7. JobCoach Type 3 (n=10) • This type of JobCoach does not acknowledge the participants individuality • All across the board generalisation: They are all alike, they cannot take care of themselves • Unemployed are to blame for their unemployment • Individuality is just façade, Job Coach has to uncover this • Mostly without pedagogical education, career changers • This type of JobCoach only distinguishes between participants who make a lot of effort and those who integrate themselves into the labour market

  8. JobCoach Type 1 (n=16) • This type of JobCoach acknowledges the participants individuality • Orientation towards the single case • Establish an atmosphere of personal trust as basis for cooperation • Professional self-concept as pedagogues • Utilising specialised profiling, interaction and learning methods • Insist on teaching job searching competencies, act as pedagogues • Learning is prior to immediate entry into enterprise

  9. JobCoach Type 2 (n=11) • This type of JobCoach acknowledges the participants individuality • Orientation towards the single case • Establish an atmosphere of personal trust as basis for cooperation • Professional self-concept as superior employment officer • High degree of authentic empathy • Very sceptical with respect to their pedagogical skills • Search Jobs for participants, “substitutional jobsearchers” • Learning on the job is prior to learning in the project

  10. Conclusion • Impact of JobCoach Types highly relevant for individual outcome • Pedagogical attendance can be implemented in very contrastive ways, there is a big scope of action for social intervention, which has to be closely watched, de-professionalisation has to be avoided • Obviously, there is a demand for social support on the side of long term unemployed

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