Occupation: Union official The trainee programme of IG Metall

1. Occupation: Union official The trainee programme of IG Metall

2. Initial situation (2000) • Only a few number of fulltime-official under the age of 30 • High personnel requirement in the following years • Nearly 1/3 of the employees are expected to make use of the age-related part-time-scheme/early retirement („Altersteilzeit“) • No systematic recruitment and vocational training of junior staff („Nachwuchsausbildung“)

3. Alterspyramide der Belegschaft • Einfügen Grafik

4. Aim • To win young people for IG Metall • Systematical training for fulltime union work • Capacity building for competent acting in the different fields of fto`s • Integrated teaching, learning, training of professional qualfications and social, methodological and personal competences • Chance of personal and social learning in a heterogenious group and of individual and political orientation

5. Personalbeschaffung und Personalauswahl (1) • Whom do we adress? • Young people with the background of vocational training/apprenticeship • University graduates • Participants of the one-years-course of the Labour Acadamy („Akademie der Arbeit“) • How do we select the candidates? • A complex selction procedure (assessment centre) • The observers gain an impression of the intellectual abilities, social and methodological competences, field related competence, behaviour in a group

6. The training programme... • Which contractual conditions? • Limited contract for one year • The aím to offer a job after the twelve-month-programme is formulated • Salary € 3050 • Field of employment after the twelf month-programme • The later job is clear after 6-9 months • Partly arrangements and commitments in advance • Investment in the programme • Nearly € 75 000 per person are invested

7. Up to today trained: 205 participants The participants • 14 courses: from May 2000 to Mai 2008 with • 145Trainees • 87 men • 58 women • and 60 participants in modules • 34 men • 26 women

8. The paths which lead into the programme... Good mixture of experiences and knowledge • 31 – directly from the lay official union work in the company (lay representatives) • 19 – participants of the Labour Academy • 32 – with vocoational training and academic degree („Second way of education“) • 41 – University graduates (direct recruitment) • 21 – young employees of IG Metall with a limited contract (youth projects)

9. Where do the participants go to... • Later field of employment: • majority on the branch level • targeted for other units VS 63 42 VV 30 7 BL BS 14 4 außh. 8 11 1 126 trainees + 54 modul participants

10. Organizing-Metods as task Issue/topic • problems and issues of the work force • Face-to-face-communication • Activating people Organizing • targeted planning of campaigns, research, strategic decisions, systematical planning, measurable results • identifying lay leaders • workíng with mapping methods • mobilizing and winning a conflict Acting • Participation • Collective action • Brgaining • Abilíty to adress and intervene in the political field (company, community, society) • Strengthening of and anchoring on the shop floor level • Recruting new members Qualification • Self representation • Leading • Responsibility

11. Mit dem „richtigen“ Personal in die Zukunft... (1) • Kompetenz- und Anforderungsprofil weiterentwickeln • zukünftige Kompetenzanforderungen an Politische SekretärInnen aufnehmen, um • Betriebspolitik aktiv und systematisch zu gestalten • aktive und direkt in der Mitgliederwerbung zu kommunizieren • Kampagnen und Organizing-Projekte durchzuführen • Kompetenz- und Anforderungsprofile spezifisch für Verwaltungsstelle oder für Fachanforderungen • Traineeauswahl an zukünftige Anforderungen anpassen • gezielte Auswahl für Verwaltungsstellen (ca. 80%), • gezielte Auswahl für Bezirksleitungen, Vorstandsverwaltung und Bildungsstätten (ca. 20%) • Auswahlverfahren wird überprüfen und ergänzen um neue Kompetenz-anforderungen

12. Further development and restructuring of the training concept • More practical related contents to be better prepared for the requirements on the local branch level • Imparting professional and methodological knowledge and competences related to • Systematical and participation oriented company policy • Acces and anchoring on the company/shopfloor-level • Winning and binding members

13. Professionel and interdisciplinary contents • Society and unions in change – challenges, backgrounds, targets and values, political concepts • Bargaining policy and application of agreements • Recruitung new members/organizing offensive • Acces to companies and anchoring sustainable structures • Policy around labour, industrial relations • Social policy/social security • Business administration and economics • Labour law • Project work/process orientation • Social competences in giving advise • Communication • Reflexion/role modells/selfconducting • IT-application and information systems Organisation related contents: Internships • Local branches • Regional offices • Headquarters • Education centres Aim: Becoming familiar with organisation, structures, tasks and modes of working Traineeprogramme: 3 core elements 40% 50% Traineeprogramme 10% Project- /company internship Work in a organizing project or in the representation bodies in a company

14. Coordination of bargaining policy Knowledge about and shaping of industrial relations and workers representation in Europe Participation in and organizing of crossborder exchange and learning processes Exerting influence on the european decision processes Political regulation of industrial restructuring – social oriented steering of a new european and global divison of labour - Proposal: Coordinatet and partly common qualification by the interested affiliates of EMF European core-competences of union officials and for personnel development(EMF/ETUI-Workshops in Zyprus, November 2006 and Berlin 2007)