Profiling, Action Strategies and Evaluation in Germany

1. Achieving Activation of Job Seekers: Successful Strategies for Case Management Dr. Wolfgang Mueller, 03./.04.11.08 Paris Profiling, Action Strategies and Evaluation in Germany

2. Outline of presentation • European and national framework • Overall concept • Initial profiling concept • Future profiling concept • Actions following profiling (Action Strategies/ matching) • Evaluation • Lessons learned

3. European and National Framework European Framework • Employment Guideline 19: Promoting of preventive and active approach - Early identification of needs - Personalised Action Plans National Framework • Social Code III (short-term unemployed < 1 year) • - § 6 Identification of professional and personal characteristics, • skills and aptitude of the (future) unemployed • - § 35 Integration Agreement/ § 144 Sanctions • Social Code II (long-term unemployed > 1 year, not entitled for Unemployment Benefits) • - § 3 Basic principles of services (general and especially youth) • - § 15 Integration Agreement/ § 31 Sanctions

4. 3 Chosing strategy or strategy pack Action strategy 1 Action strategy Profile Action strategy 2 Phase1 Phase2 Phase3 Action strategy 3 Profile Goal Goal Partial goals 4 Implementation and follow-up Actors Phase 1 Phase 2 Phase 3 Activities Citizens Counsellors pAP Municipalities Assesment of ntegration or integration progress Overall Concept Business Model of the BA Business Processes (Future Profiling concept) Product Tendering Leadership and Steering 1 Profiling Corporate Objectives Strengths analysis Professional and overall competences (relevant to matching) 1 Potential- analysis Personal profile Context profile + Principle: Tailor-made Profile identification Integration close Complex 2 Goal setting Partial goal Goal Options for the clients close to integration Goal Options for the clients with complex situtations _____ _____ _____ _____ 2 Indica- tors Principle: Success 3 Principle: Impact Analytical Key Figures Evaluation

5. Initial Profiling Concept Social Code III • Aim is the integration into the labour market as fast as possible • Finding the client‘s starting point and the shortest way into work  Customer Group  Action Programme • Actions based on the maximum of 1 year in the system Social Code II • Aim is to make the client capable of not only getting integrated into the labour market but also developing his entire employability • Needs analysis  Mapping of causes  Development plan • Actions based on the maximum of 50 years in the system Specific concept for U 25

6. Future Profiling ConceptStrength Analysis (instead of Deficit Analysis) Educational Achievements • Vocational education (e.g. painter) + Professional Experience/ Qualifications • Professional experience / time in gainful employment (CV / job history) • Further training / certificates + Professional skills in targeted profession • Core competences (e.g. painter) • coating, exterior painting, facade painting… • Other competences (e.g. painter) • dry mortarless construction, wall and roof facing …. + Soft skills/ Personal strengths • Problem-solving skills • Activity and implementation skills • Social and communication skills • Inter-personal skills = Strength Profile

7. Future Profiling ConceptCapability Analysis Personal Profile Qualification Capability / Capacity Motivation • Schooling • Vocational training • Professional experience • Linguistic skills • Intellectual capacity • Health restrictions relevant to job placement • Work and social habits • Own initiative / attittude to work • Readiness to learn and train + Context Profile Context-Conditions Labour Market Conditions • Personal situation • Housing situtation • Family situation (apart from support) • Financial situation • Geographical mobility / time flexibility • Regional demand for target professions • Regional demand for job types • Nationwide demand for target professions • Nationwide demand for job types = Capability Profile

8. Close to Integration Structure of Classification of Future Profiling Concept- Currently tested in Pilots - Types of Profiles Complex Activation Profile Stabilisation Profile Development Profile Coaching Profile Support Profile Market Profile Assessment of progress towards readiness for integration

9. Need for Action leads to Strategies for Action Need for Action Strategy for Action Schulische Qualifikation • Schulabschluss erwerben Berufliche Qualifikation • Berufliche Weiterbildung realisieren • Berufseinstieg nach Berufsabschluss/ Weiterbildung realisieren • Berufsabschluss fördern • Ausländische Bildungsabschlüsse/Qualifikationen/Zertifikate anerkennen • Berufsausbildung vorbereiten (nur U25 und/oder Reha) Qualification Berufserfahrung • Berufserfahrung ermöglichen Support Sprachkenntnisse • Deutsche Sprachkenntnisse erwerben • Integrationsrelevante Fremdsprachkenntnisse erwerben Intellektuelle Leistungs-fähigkeit • Leistungsfähigkeit feststellen (inkl. Reha-Prüfung) • Leistungsfähigkeit fördern • Gesundheitlich angemessene Beschäftigung/Ausbildung realisieren Verm. rel. Gesund.Einschränkungen Performance Capacity Arbeits- und Sozial-verhalten • Heranführen an das Arbeitsleben (Tagesstruktur herstellen) • Arbeitsverhalten stärken • Sozialverhalten stärken • Perspektiven verändern • Mitwirkungsbereitschaft fördern Eigeninitiative/Arbeits-haltung Motivation Challenge Lern-/Weiterbildungs-bereitschaft • Lernbereitschaft fördern

10. Matching Attributes

11. Matching Criteria • 5000 professions in standard profiles • 200 000 description of activities to define standard profiles • 9000 competencies (Hard Skills), subdivided in competencies of the specific profession and competency groups • Weighting of competencies is possible (scope and quality) • Soft Skills matching implemented in the Future Concept

12. TrEffeR – Treatment Effects and Prediction • Retrospective Impact Evaluation of labour market results of participants of ALMP-Programmes in comparison to a potential result without treatment • Assignment to programmes is not random (Profiling/ Action Programmes) • Disaggregation is possible in several dimensions (now 15) • Evaluation is used for a targeting system (PeaK – Product Effect on Customer)  Loop Concept

13. Average treatment effect on employment rate

14. PeaK-Tool

15. Lessons Learned • Single elements in use do not cause an impact, only an integrated system creates an effect • Professions are too crude, Hard Skills are not enough for profiling/ matching • Systematisation is necessary, schematisation is dangerous • No steering and configuration of systems, processes and programmes are possible without evaluation • Output observation is not enough, outcome and impact assessments are necessary • Loop between evaluation and profiling/ targeting is necessary