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EQUAL PROJECT

EQUAL PROJECT. GENERIC. WHY EQUAL ?. Strategy adopted by the European Union : creating more jobs ; favouring better jobs ; not preventing anyone from getting a job. COROLLARY OF THE EUROPEAN STRATEGY. Trying out new means : to fight against discriminations and inequalities;

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EQUAL PROJECT

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  1. EQUAL PROJECT GENERIC

  2. WHY EQUAL ? • Strategy adopted by the European Union : • creating more jobs ; • favouring better jobs ; • not preventing anyone from getting a job.

  3. COROLLARY OF THE EUROPEAN STRATEGY • Trying out new means : • to fight against discriminations and inequalities; • compared to the job-seekers and the workers. • To provide an experimental framework : • to test new ideas ; • ideas likely to modifythe future policies and practices ; • in the fields of employment and training.

  4. CHALLENGES • The development partnership (DP) has to : • mobilize the key actors in order to fight against discriminations ; • put together skills and experiences ; • operate in a particular region both on a national (GENERIC) and transnational level (JEDI) ; • cooperate to the activities of networks creation and broadcasting.

  5. FINAL OBJECTIVE ACCORDING TO THE CHOSEN THEME • Improving quality and efficiency : • of the socioprofessional insertion processes ; • of preserving jobs ; • of the most exposed people on the labour market.

  6. EQUAL TARGET • People under 25 • Job seekers without school certificates • Long term unemployed • Minimal income recipients • Disabled people • Women returners • Low qualification workers weakened in their job

  7. GEOGRAPHICAL PARTNERSHIP • Two employment areas facing the same problems : • La Louvière-Centre • Mons-Borinage

  8. PARTNERS • Insertion partners : • CPAS (Social services) from La Louvière and Mons • Structure and communication partner : • Non-profit association CEDAR • Evaluation and remediation partner (adults education) : • Province of Hainaut (CPEPSB) • City of La Louvière (Form@t 21) • Pilot project responsible partner : • Non-profit association INDIGO • Coordinator partner : • Non-profit association CEDAR

  9. PROJECT FINANCING • Project duration : 36 months • Total budget : € 900,504.80 • Partners’ contribution : € 450,504.80 • Financial intervention from ESF : € 450,000.00

  10. PARTNERSHIP EXPERIENCE • November 2001 – May 2005 • Project « Passeport cognitif pour l’insertion (PCI) » • European Project «Passeport européen cognitif pour l’insertion (PECI) »

  11. INSERTION STEPS • Socialization, structuration, orientation • Levelling, pre-qualification, initiation • Basic skills • Compliance training • Transition towards employment

  12. PCI IN A NUTSHELL • Identifying and validating the reference cognitive skills (cognitive skills audit). • Implementing a training offer from the CSA results. • Structuring a triangulation between : • the person (audit), • the training market (prerequisites), • the employment market (access to employment). • Adapting the CSA environment to the people needing a personalised approach. • Structuring a network organisation.

  13. WHYTHE COGNITIVE SKILLS ? • Unlike professional skills : • they can be mobilised at any moment for any activity ; • whatever the person and their geographical, and socioprofessional environment . • They allow an upgrading of the life experience gained through other practices.

  14. CSA • Evaluation of the: • verbal skills ; • quantitative skills ; • abstraction skills ; • spatial skills . • On a voluntary basis. • Without performance criteria. • Nor linked to possession of a diploma.

  15. CONCLUSIONS FROM PCI – PECI • Project : • refusing a concrete and unsatisfactory situation ; • exploring innovating leads for socioprofessional insertion ; • reconciling the companies and the citizens. • Considered concrete solutions. • Programmed ground actions. • Need to go further.

  16. OBJECTIVES OF THE GENERIC PROJECT • promoting innovating socioprofessional insertion actions ; • increasing reinsertion opportunities ; • increasing the employability level ; • leading a pilot experiment.

  17. TARGET OF GENERIC • people out of the labour market ; • low qualified job-seekers ; • long term unemployed ; • de-structured people ; • people hard to reintegrate.

  18. GENERIC OBJECTIVES • implementing and managing the DP ; • identification and validation of the generic and cognitive skills ; • negotiation of an individualised insertion process ; • developing of the pilot experiment «cyber animator ».

  19. INTERVENTION LOGICS - 1 • Establishing the link between socioprofesional audit and the MAGIC method developped within the PECI project (Modèle actif de gestion intégrée des compétences). • Obtaining a relational matrix adaptable to individuals, training and jobs.

  20. INTERVENTION LOGICS - 2 • To follow the same procedures as the social services (CPAS) : SPI actions based on tools such as : • information collecting ; • negotiation ; • pre-formation ; • formation ; • preparation to employment ; • setting with employment. • To end on a socioprofessional audit.

  21. INTERVENTION LOGICS – 3PILOTPROJECT : « cyber animator » • to define a glossary of the required skills for employment ; • to elaborate a communication tool introducing the job ; • to identify the existing remediation canals ; • to identify the tools most adapted to the project ; • to invite the candidates to take part to skills audit ; • to implement remediation tools ; • to evaluate the candidates at the end of the remediation ; • to test the candidates in situation.

  22. SKILLS • Skills : set of • knowledge ; • aptitudes ; • values ; • attitudes ; • put together by a person in order to reach set results within a specified function or role (contextualisation) ; • assumed by a worker to take part to their company’s objectives.

  23. SOFT AND HARD SKILLS • Hard skills : • observable through tangible results ; • easily measurable on an objective way. • Soft skills : • also called behaviour skills ; • observable through perceptible behaviours.

  24. FUNCTION • Function : set of : • tasks ; • responsibilities assumed by a worker to take part to their company’s objectives. • For each function : combination of : • generic skills ; • technical skills. • Skills Profile : defines the necessary skills for a determined function

  25. GENERIC SKILLS Growing skills level

  26. DEVELOPMENT PARTNERSHIP MANAGEMENT • Partnership and development convention (DP) • Transnational cooperation agreement (TCA) • Committee of accompaniment • Steering committee • Work cells

  27. REFERENCE DOCUMENTS • Documents set by the European Social Fund : • rules about the Community Initiative Program ; • administrative and financial guide ; • auto-evaluation guide ; • documents about gender equality ; • ESF bulletins ; • ESF website ;… • Documents set by the partnership : • DP agreement ; • records of the board meetings ; • logical frame of the project ; • project chronogram ;…

  28. COMMUNICATION MANAGEMENT • Communication platform • Help line • Records • Websites • Virtual library • Press conferences

  29. AUTO-EVALUATION OF THE PROJECT • Creation of an auto-evaluation group • Works based on the ESF guidebook • Works on existing documents • Group works • Enquiries with the partners • Enquiries with the recipients • Analysis, synthesis, conclusions

  30. THANKS FOR YOUR ATTENTION For any further information about the GENERIC project, call Daniel Nervenne, Coordinator on ++32(0) 475 754 724

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