Download - Waking up Sleeping Projects A Solution for Employment & Business Development February 2006
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Waking up Sleeping Projects
A Solution for Employment & Business Development February 2006
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SOPHIA ANTIPOLIS
and the
”WAKING UP SLEEPING PROJECTS”
PROGRAM
Direction départementale du travail,de l'emploi et de la formation professionnelle
des Alpes-Maritimes
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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
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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)
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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
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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:
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• 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
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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
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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
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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
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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)
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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)
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Contribution of theWaking up Sleeping Projects
program
to your region
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« Waking up Sleeping Projects » Quantitative Contribution
Unemployed Executives
35 to 50 recruitment opportunities
Companies
35 to 50 awakening of sleeping projects
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« 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
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« Waking up Sleeping Projects »Qualitative Contributions
Companies
Awakening of sleeping projects
Growth & development
6 months to test a candidate before recruitment
Free of charge
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« 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
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Entre
pre
neuria
l Spirit
Professional Integration
Adapta
tion
Equal Opportunity
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How to implement the Waking up Sleeping Projects program in
your region ?
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Fundamental points
• I. Aims of the program
• II. Target
• III. How it works
• IV. General data
• V. Program Phases
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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.
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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
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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.
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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
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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
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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
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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
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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.
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Your role
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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
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CoachConsultants
CICOM
Candidates Science Park / Network
Clubs of companiesGovernment &Social partners
Sleeping projects
Sleeping projects
Candidates &Financing
Applications / CV
I. Partnerships needed
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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
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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
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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
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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
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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
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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
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IV. Logistics
Organization of specific logistics :
– For welcoming, interviews, information, coaching– For the training and job search follow-up– For the workshops
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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
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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.
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THE ROLE OF CICOM
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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
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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
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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
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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
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VII. Communication– Added-value of partners
– Communication about the project– Communication around the project
– Communication towards institutional organizations
THE ROLE OF CICOM
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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
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Financing the Waking up Sleeping Project
Program
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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
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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
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• Example of participative financing :
• Companies :From 600 to 1 000 € / intern
• Candidates : From 80 to 100 €
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Equal Opportunity Professional Integration
Entre
pre
neuria
l Spirit
Adapta
tion