waking up sleeping projects a solution for employment & business development february 2006

Waking up Sleeping Projects

A Solution for Employment & Business Development February 2006

SOPHIA ANTIPOLIS

and the

”WAKING UP SLEEPING PROJECTS”

PROGRAM

Direction départementale du travail,de l'emploi et de la formation professionnelle

des Alpes-Maritimes

                             DALKIA

Unemployed population 8 000 (January 2006)

Among which Executives 1 500

Lay-offs > 5

Space Available > 75 000 m²

PACA Region : 214 000 unemployed people (January 2006)

Reminder:

Employment situation in Sophia-Antipolis

Genesis of the project

Increase of the executives unemployment in

the Sophia Antipolis technopolis

Experiment of “Waking up Sleeping

Projects” in other regions and/or countries

Wish of various actors to launch a new

experiment although risky

Challenge = To find an innovative solution

considering the lack of traditional solutions

(Legal aspects)

City of VALBONNE Employment Dept

Telecom ValleyCICOM

Executives candidates Telecom Valley Members

Other companiesANPE

Sleeping projects

Sleeping projects

Candidates

Applications/CV

Positioning of the project

To overcome isolation

To reconnect to the economic world

Not to lose his/her know-how

To be « USEFUL » again

To rebuild a network

To increase self-confidence (Distress…..)

To gain experience… Improve Resume/CV

Job seeker needs:

• Telecom Valley Detection of sleeping projects (members & others)

• City of Valbonne Selection, Validation (Espace Emploi) of Candidates & Support

• CICOM Project Management / Training & coaching

• ANPE Candidates Follow-up ,Administrative Support

• ASSEDIC Legal Support, Difficult Cases & Financing

• DDTEFP Legal Validation / Financing of non-helped workers (max 5 candidates)

• CR PACA Project Financing

Project Sponsors

PlanningPlanning

Sleeping Projects Selection : September 2004

Candidates Selection : September – October 2004

Official start: October 13, 2004

Selection and Matching of the candidates to each Sleeping Project : October - November 2004

Effective start : December 1st with 40 candidates

1st Outcome: June 24, 2005

Presentation to the media : July 12, 2005

Program Outcome CANDIDATES’ POINT OF VIEW

- Very useful program because employment market is very difficult and few concrete actions are proposed

- Positive program because it responds to the following needs of the candidates :

To overcome isolation Social integration To reconnect to the economic world Back to companies No to lose his/her know-how Validation & Revalidation To be « USEFUL » again Renewal of motivation To rebuild a network To open doors / To create one’s own project To increase self-confidence (Distress…..) To offer a solution/

A psychological support

- Individual & collective coaching very appreciated

- Update resume

Program Outcome

COMPANIES’ POINT OF VIEW

Very useful program for start-ups

Appreciated program by big companies

Qualified Candidates

Good support from institutionals (Espace Emploi, ANPE, DDTEFP, Assedic)

Quite useful employment assistance to companies

Companies ready to start again

Several other companies contacted us

Results• Number of candidates : 40• Number of companies : 30

• Candidates with solution : 30• Of which direct job contract : 20• Of which company creation or similar : 9• Of which medium term solution : 1

• Candidates still supported : 10

Rate of repositioning : 75%(February 28th 2006)

A POSITIVE OUTCOME

• « I want to thank you for welcoming us in this program and for all the energy which was put that enabled us to work on great projects in Sophia Antipolis....

• Thank you!!! • I think the concept should be renewed

because it will allow companies not to be afraid of taking risks thanks to the sleeping projects and to integrate people with a lot of potential.... »

(Ferial Benafou)

Contribution of theWaking up Sleeping Projects

program

to your region

« Waking up Sleeping Projects » Quantitative Contribution

Unemployed Executives  

  35 to 50 recruitment opportunities  

Companies    

  35 to 50 awakening of sleeping projects  

« Waking up Sleeping Projects »Qualitative ContributionUnemployed Executives  

  Psychological help (distress…)  

  Overcome isolation  

  Reconnect to the economic world  

  Be « USEFUL » again  

  Increase self-confidence  

  Keep personal know-how  

Recreate a network

Boost job search  

  Gain experience…Improve CV / Resume  

« Waking up Sleeping Projects »Qualitative Contributions

Companies    

  Awakening of sleeping projects  

  Growth & development  

  6 months to test a candidate before recruitment  

  Free of charge  

« Waking up Sleeping Porjects »Outcomes

Unemployed Executives  

  Recruitment of several candidates among the 300 interviewed  

Companies    

  Recruitment resulting from the positive effect of the project development

Organizations (ANPE, ASSEDIC, DDTEFP)  

  Meeting with each company  

  Brand image for unemployed population  

  Broad diffusion of useful & practical recruitment information to companies

Kalmar    

  Promote an economic & social development tool  

  Fight unemployment effectively  

  Reinforcement of the public image  

Community    

  Analysis of mutual understanding between economic & social actors

  Create a dynamics in the framework of the job offers and applications

Entre

pre

neuria

l Spirit

Professional Integration

Adapta

tion

Equal Opportunity

How to implement the Waking up Sleeping Projects program in

your region ?

Fundamental points

• I. Aims of the program

• II. Target

• III. How it works

• IV. General data

• V. Program Phases

I. Aims of the program

Aimed goals :

• Coach 35 to 50 Executives (max 9 months).• Help them find a job or create their own business. • The action must lead to reposition a minimum of 60% of candidates (job contracts, company creation or training)

Contents :

• Welcoming of the candidates• Orientation on the projects• Support within the company then after recruitment

The bottom-up selection of the sleeping projects is crucial in order to reach a satisfying relocation rate.

II. Target

Companies

The program is addressed to big companies and SMEs who :

- Have a development opportunity. - Lack the time necessary or means to achieve it

Candidates

It is targeting primarily long term unemployed executives or assimilated executives :– Ready to invest in a development project.– The candidate benefits from the title of intern.– He’s given a “consultant” business card

III. How it works

Validation of the projects A project committee analyses and validates the projects in order to ensure a coherence within the action plan.

Selection of the candidates According to the project and sought profile, the executive is selected, while mobilizing qualified services (ANPE,DDTEFP,ASSEDIC,ESPACE EMPLOI).

Implementation of the project over 6 months No allowance or wage is due by the company. The executive perceives its usual allowances throughout the mission. He’s not an employee of the company during the internship.

Follow-up & Coaching ( 7 to 9 months) The coach ensures the coordination for the implementation of the project, as

well as the follow-up of candidates until their potential integration.

IV. General data

• The project consists mainly of :

Activities of welcoming, orientation & follow-up• Number of interns sought : 35 to 50 executives• Total duration : 105 hours / intern• Duration of accompaniment services  : up to 9 months

Activities of training (training course + workshops)• Number of interns sought : 35 to 50• Total number of training hours : 32 200 to 36 800• Number of hours per trainee : 920

V. Program Phases

Phase 1 Phase 2 Phase 3

MONTHS

From n to n+2 From n+3 to n+8 From n+9 to n+11

ACTIONS

SLEEPINGPROJECTSSELECTION

ADMINISTRATIVEFORMALITIES

EMPLOYMENTWORKSHOP

PROJECTMANAGEMENTTRAINING

PROJECTMANAGEMENT TRAINING

COMPANYCREATIONWORKSHOP

CONSULTANTWORKSHOP

JOB CONTRACT OR EXIT

FINALASSESMENT CONTRACTS

CANDIDATESSELECTION

INTERNSHIPLAUNCH

FOLLOW-UPCOACHING

FOLLOW-UPCOACHING

FOLLOW-UPCOACXHING

FOLLOW-UPCOACHING

FOLLOW-UPCOACHING

CANDIDATESINTERVIEWS

COMPANYINTEGRATIONWORKSHOP

  JOB OFFER

Phase 11) Search and selection of the training courses

2) Selection of the candidates 1) Call for applications2) Candidates interviews3) Adequacy of Candidates to Sleeping Projects

3) Administrative formalities1) Contract for the training courses2) Statute of the intern

4) Workshop on company integration

5) Entry in the company

Phase 21) Beginning of coaching (9 months max).

Individual follow-up Collective follow-up

2) Beginning of the workshops & trainings (6 months).

3) The candidates participate in collective workshops in which they are taught :

Techniques of interview & recruitment Telemarketing Approach of the hidden market of employment Re-motivation method MS Office and Internet Training (job search) Entrepreneurship workshop Consultant workshop Project management (PMI Method)

During this phase the candidate is still considered as a job seeker and keeps his allowance

Phase 3

At the end of the training course, the follow-up goes on for 3 months.

During this time, the candidate can either have an employee or a job seeker statute.

Your role

YOUR ROLE

• I. Partnerships needed

• II. Training plan & coaching

• III. The team

• IV. Logistics

• V. Implementation Planning

• VI. Assessment, follow-up, improvement of the program

CoachConsultants

CICOM

Candidates Science Park / Network

Clubs of companiesGovernment &Social partners

Sleeping projects

Sleeping projects

Candidates &Financing

Applications / CV

I. Partnerships needed

Types of partners

Coach : Strong integration in the local economy, allowing a perfect harmony

between the private and public actors.

Consultants : Re-known for the quality of their services

Science Park / Network A great knowledge of the local economy

Clubs of companies A network of companies

Anpe,Assedic,DDETFP,Regional Council, Communities ,Cities Social & financial Partners

II. Training plan & coaching

Key Success Factors

Show that the maximum will be done to offer the candidates an adequate training allowing them to find a job.

Offer the candidates an individual & collective training and follow-up.

(Customized services, include meetings in the company and modern techniques of coaching via Internet.)

Offering the candidates an innovative services package to help them succeed during this transitional period

II. Training plan & coaching

GENERAL OUTLINE OF THE PROGRAM

The program consists in coaching people using a training course to find a customized solution of personal or professional repositioning:

Getting a job contract Having a project of company creation or renewal Planning a long-term repositioning training Other personal project

II. Training plan & coaching

METHODOLOGY

Services offered :– Welcoming of candidates– Courses– Coaching during the 6-months training– Coaching for program exit

Organization of resources :– Specialized teaching/coaching staff– Logistics supplied by the science park

Workshops & Training

From n to n+11

TRAINING Class

Collective sessions

Orientation interviews

Projects framing Individual sessions

Projets de création

d ’entreprise

Accompagnement Job search

Long term Training

Personal Project

Program

Exit

JOB CONTRAT

III. The team

The teaching / coaching staff is composed of :

– The coach – Consultants specialized in coaching job seekers– Specialized consultants (training)– Chief Assistant

The Coach has the responsibility :

– To guarantee that the project evolves correctly– To guarantee the service quality of the various partners– To guarantee the quality & relevance of the reporting to the

project committee

IV. Logistics

Organization of specific logistics  :

– For welcoming, interviews, information, coaching– For the training and job search follow-up– For the workshops

V. Phases of the project

Phase 1 Phase 2 Phase 3

MONTHS

From n to n+2 From n+3 to n+8 From n+9 to n+11

ACTIONS

SLEEPINGPROJECTSSELECTION

ADMINISTRATIVEFORMALITIES

EMPLOYMENTWORKSHOP

PROJECTMANAGEMENTTRAINING

PROJECTMANAGEMENT TRAINING

COMPANYCREATIONWORKSHOP

CONSULTANTWORKSHOP

JOB CONTRACT OR EXIT

FINALASSESMENT CONTRACTS

CANDIDATESSELECTION

TRAINING LAUNCHFOLLOW-UPCOACHING

FOLLOW-UPCOACHING

FOLLOW-UPCOACXHING

FOLLOW-UPCOACHING

FOLLOW-UPCOACHING

CANDIDATESINTERVIEWS

COMPANYINTEGRATIONWORKSHOP

 ENTRYIN THE

COMPANIY             

VI. Assessment, follow-up, improvement of the program

Project committee

– Implementation of the committee with 1 representative of each partner of the project.

Goals :

– To evaluate the integration of the candidates in the companies– To respond to certain criteria, such as training requests…– To anticipate difficulties/barriers in the project operation.– To allow a permanent brainstorming time to improve the program and optimize the

results.

Everyone is welcome to the project committee meetings which are occurring every month.

Assessment of the program / Post-Implementation Review:

– Value of the program and synergy between partners– Qualitative results in integration of the candidates– Quantitative results in repositioning the candidates– A global assessment takes place on the n+8 or n+9 month according to the partners

remarks.– The conclusions of the assessment will be taken into account to decide

implementation actions for the next program launch.

THE ROLE OF CICOM

THE ROLE OF CICOM

• I. Methodology & project management tools

• II. Assistance with the financial arrangement

• III. Coaching for the project launch

• IV. Assistance in piloting the project

• V. Coordination of training & coaching

• VI. Assistance in post-implementation review

• VII. Communication

I. Methodology & Project Management tools Schedule of conditions of the project

– Supply support for project management & follow-up– Supply support for candidates management– Supply support for company management– Supply support for reporting– Supply standard contractual documents

II. Assistance with the financial arrangement– Help define financing basis– Technical support for the financial arrangement

THE ROLE OF CICOM

III. Assistance in the project launch– Presentation of the project to the partners– Support in networking with institutional organizations (legal

framework, technical engineering..) – Support in selection of sleeping projects– Support in selection of candidates– Assistance in setting up project management tools

IV. Assistance in piloting the project– Reporting set-up– Participation in the project committee meetings – Experience feedback on the programs carried out and in

progress– Help in managing certain issues– Participation in assessment meeting

THE ROLE OF CICOM

V. Training and coaching organization– Help define the training scheme– Provisioning consultants (if necessary)

VI. Assistance with post-implementation review– Experience feedback on the project carried out and in progress– Brainstorming for improvement– Implementation of corrective actions

THE ROLE OF CICOM

VII. Communication– Added-value of partners

– Communication about the project– Communication around the project

– Communication towards institutional organizations

THE ROLE OF CICOM

In shortthe role of each one

• Choice of a coach• Methodology & project tools • Presentation of the project to the partners• Financial arrangement • Assistance with the financial arrangement • Search & selection of the sleeping projects• Search & selection of the candidates • Contracting with candidates, companies and partners• Project launch and implementation• Assistance with project launch• Project operation• Assistance in piloting the project• Training and coaching action plan• Training and coaching advice• Post-implementation review• Assistance with post-implementation review• Communication

• YOU YOU + CICOM CICOM

Financing the Waking up Sleeping Project

Program

Financing arrangements

2 financing means :– Institutional financing– Institutional financing + Participative financing :

• From companies• From candidates

Potential financing sources :– European Structural Fund (ESF)– ASSEDIC – Regional institutions– Cities…– ANPE, DDTEFP– Companies / Candidates

Budget example for35 candidates

• Your Service 80 000 €• CICOM Assistance 30 000 €*• Total 110 000 €

Be careful the budget may vary depending on the level of services offered

*Travel and stay expenses not included

• Example of participative financing :

• Companies :From 600 to 1 000 € / intern

• Candidates : From 80 to 100 €

Equal Opportunity Professional Integration

Entre

pre

neuria

l Spirit

Adapta

tion