From-Job-To-Job The Dutch Approach Conference Social Dialogue Nicolette Piekaar, 21 February 2013

1. From-Job-To-Job The Dutch Approach Conference Social Dialogue Nicolette Piekaar, 21 February 2013

2. 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’

3. Key players in social dialogue

4. The CAO structure for government and public servants

5. 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)

6. Context

7. Context • Another type of organization and employee is required • Another set of labour conditions is necessary • ‘CLA of the future’

8. 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

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

10. How it should be:Keep working!Challenge forboth employer and employee

11. 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

12. 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

13. 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

14. 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

15. 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