Lifelong Guidance for job seekers A project among PES

1. Lifelong Guidance for job seekersA project among PES Hungary – Slovakia Wallonia – Flanders

3. Mission VDAB As a public service provider we want to work on a transparent and dynamic labour market for jobseekers, employees and employers in Flanders playing both a steering and an operational role

4. Steering of VDAB EU-guidelines Flemish Government Ministry of Work and Social Economy Strategic Advisory council VDAB Policy council Management committee Core department Leading official SERR/ RESOC Direction committee Labour market ‘direction’ managers Regional managers competence centres

5. VDAB organisation chart Leading official Central Labour marketdirection competencecentres Support services Regional VDAB establishment manager (14) Regional managerVDAB competence centres (5) Job shops competence centres

6. MANAGEMENT CONTRACT2005-2009 Flemish Government - VDAB

7. Policy cycle Management agreement 2 0 0 5 - 2 0 0 9 PABP -> specification of the management agreement -> translates the commitments into strategic goals and medium-/long-term objectives -> number of strategic goals that the VDAB (management committee) sets for itself as an organization. Annually Linked to policy cycle AAP

8. Strategic goals of VDAB • FOCUS ON WORK: all jobseekers will be offered jobs and have to take the opportunities • To realize an over-representation of theDISADVANTAGED GROUPSinthe services offer of the VDAB and looking forOCCUPATIONAL OPPORTUNITIESfor them by making maximal use of the occupational shortages list • To provide clients with quick and personalized services through an integrated mix of channels • To be recognized as a labour market ‘director’ steering the labour market policy in Flanders in consultation with the partners • To provide training in a more cost-efficient and flexible way in cooperation with the sectors and other partners • To maximally develop and use the competences of our VDAB-collaborators by means of a professional HRM-policy,COACHING our staff, as to enable them toCOACH the jobseekers.

9. Policy accents: 3 x 3 message • 3 priorities : • Focus on work • Opportunity groups (disadvantaged groups) • Opportunity occupations (shortage occupations) • 3 lines of force : • Coaching • Cooperation • Values

10. The client …… is the centre • VDAB is there for its clients, not for itself • The client is the centre in everything we do. A combination of: • warm-human approach:COACHING • we put ourselves in the position of the client • open attitude • listen to needs • warm reception and human guidance 2) Book results:FOCUS ON WORK • Involved, solution-oriented and reliable

11. Inclusive approach • Decision of the European Union of 22 July 2003 "Active and preventative policies should be effective and contribute to the goals of full employment and social inclusion by ensuring that unemployed and inactive people, are able to compete in and integrate into the labour market." Federal and Flemish policy " • Federal and Flemish translation of this decision = full employment  inclusive approach

12. Full employment • Labour market situation in Flanders;of all the unemployed .. • 60 % is female • 60 % are manual workers • 60 % is < 1 year unemployed • 60 % is low-skilled • 60 % is < 40 years of age

13. Inclusive approach • Preliminary remarks • Face to face placement services are time-consuming and expensive • Not every job seeker needs the same degree of individual guidance • Aim VDAB presents an appropriate and continuous "offer" to every job seeker during his or her unemployment, in view of a rapid and direct employment

14. Inclusive approach

15. Preventive approach (1) Aims at detecting those job seekers who are not self serving • Starts at registration: matching the data in the personal file of the job seeker with the data of the job offers; presenting them the matched job offers • Matching on a weekly basis for every job seeker and sending them appropriate job offers • Back-up from the call centre: general screening by phone (within 3 months of unemployment) • Intake by a VDAB counsellor • Counselling only when necessary

16. Preventive approach (2) • Step 1: telephone screening • TIMING • >25y and low-skilled: after three months of unemployment • >25y and high-skilled: after six months of unemployment • WHAT • Update of file • Follow up on job application behaviour • Knowledge of ICT? • Identify need of extra help • Provide information about self-service tools • RESULT • Direct registration for limited actions (e.g. Web learning) • Referral to pathway guidance counsellor for intake • Jobseeker searches at his own initiative

17. Preventive approach (3) • Step 2: intake and pathway agreement (see mod 2) • TIMING • Three months after telephone screening • Spontaneous demands for guidance • WHAT • Screening moment during which a pathway guidance counsellor determines the shortest possible pathway to work in consultation with the jobseeker. • RESULT • Pathway guidance (guidance and/or training) • Direct registration for limited actions (no follow up by pathway guidance counsellor) • Jobseeker searches for a job at his own initiative

18. PREVENTIVE APPROACH Multi-stage guidance 3 months 6 months <25 or >25 and low skilled Registration 6 months 9 months >25 and educated Automatically matching and sending of job offers on weekly basisThe real-time mobile phone practice for youngsters Correct personal file + matching for vacancies Telephone Screening Call Centre Intake VDAB Counsellor Pathway Guidance with vocational training, work practice, job search assistance,…

19. Curative approach For long term unemployed • Orientation centre is compulsory • Intake follows instantly • Referred to not-labour-market-targeted services • Training or work experience if necessary= pathway to work • Active and intensive counselling during 6 months towards a job search by the counsellor and with the help of all possible tools REMARK: this can be outsourced to recognized third organisations (tendering)

20. Job offer matching (Elise) • Selection of job offers on the basis of jobseeker data entered • Max. 20 job offers with a matching percentage of minimum 80% • JS chooses job offers, ticks them and gets a print • Results of choice in the intake checklist (manual) • Weekly Automatic Matching (WAM) • Online Automatic Matching (OAM)

21. OBLIGATIONS as a JS • JS should cooperate in a positive way to find a job, that is why : • He must respond to every invitation (some reasons for absence may be acceptable) • Refusal of work is communicated to the RVA : transmission • Realize that the RVA will receive particular information

22. FOLLOW UP ON TRANSMISSION Invitation by VDAB A5 or other invitation letter JS does not come JS comes Refusal positive collaboration Positive collaboration Within 8 calendar days after the date on which the JShad to report himself  new invitation (A7a) JS does not come JS comes Mailing date A7a + 18 calendar days Did not respond invalid reason Did not respond valid reason A7b* RVA A8

23. Policy accents: 3 x 3 message 3 X 3 message • 3 priorities : • Focus on work • Opportunity groups • Opportunity occupations

24. The serviceis tailored to everyone’s needs • The needs of our clients are diverse • Tailor-made: • dealing with diversity: extra attention for disadvantaged groupsOVER REPRESENTATION of disadvantaged groups in our service offer • older persons • short-skilled persons • foreigners • disabled persons • eye for possibilitiesCOACHING and use of competences in order to seize the opportunities offered

25. Special pathways for opportunity groups • Youth employment plan • Integration through employment • Activation screening and -guidance • Low-literacy • Pathway guidance for persons with a work disability (ATB) • Active 50+

26. YOUTH EMPLOYMENT PLAN General points of departure: • Quickly activate youngsters and lead them to sustainable employment • Differentiate on the basis of profile and individual characteristics. These determine whether a more intensive or less intensive approach will be used. • Intensive placement actions by means of the new media, from registration onwards • Reach a quick view on ‘placeability’ • Possible obstacles to employment: quick identification, quick draft of action plan + efficient, effective and structural elimination  help tools: OOC and individual training pathways • Intensive follow up on customized work offer (job hunting)

27. Integration through employment Flemish integration policy :reception and integration of newcomers in our society.Primary integration pathway = integration by a reception officeSocial orientationBasic course DutchCareer orientation Flemish policy for integration through employment: Secondary integration pathway= integration through employment of job seeking newcomers and old comers by VDAB’s pathway guidance counsellors. Everyone who attends an ‘integration training course’ is entitled to an ‘integration through employment pathway’, this is a pathway to a job. Work  integration

28. Activation: screening and guidance • Target group : long-term jobseekers with serious medical, mental, psychic or psychiatric (MMPP-) problems, which may be combined with other social problems. • Objective of the tender of activation guidance : • Remedy and/or neutralize acute or chronic problems in view of :• a consecutive pathway to paid employment (in the NEC or the protected circuit);• at least an orientation to ‘labour care’ (arbeidszorg) • Stimulate and reinforce the labour care networks in the work field.

29. Low-literacy (1) • Target group : low-literate jobseekers who received their schooling in Dutch. • Definition : “Literacy is the skill to use printed and written information to function in society, to reach personal goals and develop personal knowledge and skills. Literacy encompasses a whole range of aptitudes.”

30. Low-literacy (2) The counsellor takes the following steps : • Identification • Referral • Screening • Pathway guidance • Training course in a Centre for Basic Education(CBE). to fill the gaps that keep the JS from getting a particular job training course is included as one of the actions in the pathway agreement of the VDAB

31. ATB-pathway guidance • Guidance of jobseeker through an intensive, planned and phased pathway to a place on the labour market. • A pathway that fits the jobseeker is outlined, taking into account his individual limitations and possibilities. • Guidance by the ATB service is entirely free of charge. • ATB guides persons towards the normal economic circuit and the Sheltered Workshops. The jobseeker must participate in the normal training and employment circuit as much as possible. • Apart from the individual guidance tasks, the ATB service also has the task to raise the awareness of employers, guide and inform them about employment of persons with a work disability.

32. Active 50+ Characteristics of this approach: Cooperation as a trump Opportunities as point of departure 50+ counsellors as anchor point the 50+ club as central element voluntary, not without obligations Content: Information and orientation Job application training and guidance Job application room

33. A partnership’s strength: together we are strong • In order to achieve our goals in the future: • cooperation with other partners in the labour market • cooperation with partners in society • cooperation with private partners • different forms of cooperation are possible • One VDAB, many assignments • VDAB is an open organization • Warm human resources management: • Work, our mutual concern

34. Partnerships High Executive search Job sites Recruitment & selection Interim management VDAB Special Non-profit categories outplacement Temporary employ-ment sector Job shop Agencies for special categories Third parties Social Service LEA Low PublicPrivate

35. Contact services The meeting place of jobs, jobseekers and counsellors

36. Three channels for contact online contact callcentre Service to employers Service to job seekers basic service accountmanagement job offers pathway guidance JOB SHOP Service by partners Integrated service

37. CLIENT ORIENTED SERVICE FOR JOB SEEKERS module 1 : Basic Service module 2 : Qualifying intake (general + personalized screening) – pathway proposal extended pathway limited pathway module 3 : job application training/coaching module 4 : vocational training module 5 : personal skills training module 6 : training/coaching on the factory floor WORK(output) module 7 : pathway guidance and follow up Follow up of job application behaviour/experience or intensive coaching

38. Basic Service • For job seekers • Reception • Information • Registration - support at the self service tools • Administrative formalities • Automatic job offers • For employers • Noting down and registering a job offer (intake) • Information about the treatment and the running of the job offer

39. CLIENT ORIENTED SERVICE FOR JOB SEEKERS module 1 : Basic Service module 2 : Qualifying intake(general + specialized screening) – pathway proposal extended pathway limited pathway module 3 : job application training/coaching module 4 : vocational training module 5 : personal skills training module 6 : training/coaching on the factory floor EMPLOYMENT(output) module 7 : pathway guidance and follow up Follow up of job application behaviour/experience or intensive coaching

40. Qualifying intake • Overall screening • Vocational knowledge, qualifications and skills • Motivational aspects and attitudes • Social and communicative skills • Prior conditions for work • Physical aspects • Specialised screening • Orientation centre • Vocational skills' tests • Psychological tests • Medical examination by a doctor

41. Orientation centre • For whom? • For those who do not know what the labour market can offer them • For those who do not know where to turn to • For those who are long term unemployed and may have lost a lot of their abilities • How organised? • Heterogeneous groups • Group talks: to better know each other • Information on what the labour market can offer • To describe a job target • Pathway towards that job target • Fix the first step in that pathway: contact with a guidance-counsellor

42. Pathway Definition A pathway is a planned (1), efficient(2), but flexible (3) seriesofvarioussteps (4) in a logicalsequence(5), experienced as such by the client (6), the main purpose being a significant increase of employment opportunities(7).

43. Pathway guidance and follow up • Own single pathway coach • Smooth transfer between various pathway stages • Three types of guidance and follow up: • Guidance and follow up during extended pathway • Limited pathway: follow up of job applications attitudes and application experiences • Active placement efforts

44. Instruments for pathway guidance • IT-support • Job seekers • Enterprises • Job offers • Selection opportunities • Intranet • Databases • Instructions • Planning System • Pathway contract

45. CLIENT ORIENTED SERVICE FOR JOB SEEKERS module 1 : Basic Service module 2 : Qualifying intake (general + personalized screening) – pathway proposal extended pathway limited pathway module 3 : job application training/coaching module 4 : vocational training module 5 : personal skills training module 6 : training/coaching on the factory floor WORK(output) module 7 : pathway guidance and follow up Follow up of job application behaviour/experience or intensive coaching

46. Job application training • For those who do not know anything about applying for a job • For those who want to know more about applying for a job • For those who want to use the facilities in applying for a job • For those who want to be guided in their efforts of applying for a job

47. Job application training • Organised in Job Club • Two weeks of training (half days) • How to find a job target • How to make an appointment • Write an application form and résumé (CV) • Try an application interview • Travel costs are paid • A number of weeks in the material room • Where all material is available to apply • As long as necessary • Guided, when you want it • Organised in Vocational Training period • Near the end of the training period

48. CLIENT ORIENTED SERVICE FOR JOB SEEKERS module 1 : Basic Service module 2 : Qualifying intake (general + personalized screening) – pathway proposal extended pathway limited pathway module 3 : job application training/coaching module 4 : vocational training module 5 : personal skills training module 6 : training/coaching on the factory floor WORK(output) module 7 : pathway guidance and follow up Follow up of job application behaviour/experience or intensive coaching

49. Other modules • Vocational training • Typical professional skills and attitudes • Complete schooling, retraining, updating courses • As brief as possible (functionally oriented instead of polyvalence), complementary on the factory floor • Individual, flexible programmes • Personal skills and attitude training • As to function in a better way in a professional situation • In order to cope with prior conditions for work • Coaching on the factory floor

50. VDAB’s Competence Centres • Organisation of training • - VDAB’s competence centres • - personal skills development • - technical training combined with on-the-job training • - job application training • - 68 locations / 700 trainers • - in a school • - individual training for jobseekers in a company • - step-in training