EQUAL PROJECTEQUAL PROJECT

GENERIC

WHY EQUAL ?WHY EQUAL ?

Strategy adopted by the European Union :creating more jobs ;favouring better jobs ;not preventing anyone from getting a job.

COROLLARY OF THE EUROPEAN COROLLARY OF THE EUROPEAN STRATEGYSTRATEGY

Trying out new means : to fight against discriminations and

inequalities; compared to the job-seekers and the

workers. To provide an experimental framework :

to test new ideas ; ideas likely to modify the future policies and

practices ; in the fields of employment and training.

CHALLENGESCHALLENGES

The development partnership (DP) has to : mobilize the key actors in order to fight

against discriminations ; put together skills and experiences ; operate in a particular region both on a

national (GENERIC) and transnational level (JEDI) ;

cooperate to the activities of networks creation and broadcasting.

FINAL OBJECTIVE ACCORDING FINAL OBJECTIVE ACCORDING TO THE CHOSEN THEMETO THE CHOSEN THEME

Improving quality and efficiency :of the socioprofessional insertion

processes ; of preserving jobs ;of the most exposed people on the

labour market.

EQUAL TARGETEQUAL TARGET

People under 25 Job seekers without school certificates Long term unemployed Minimal income recipients Disabled people Women returners Low qualification workers weakened in

their job

GEOGRAPHICAL PARTNERSHIP GEOGRAPHICAL PARTNERSHIP

Two employment areas facing the same problems :La Louvière-Centre Mons-Borinage

PARTNERSPARTNERS Insertion partners :

CPAS (Social services) from La Louvière and Mons Structure and communication partner :

Non-profit association CEDAR Evaluation and remediation partner (adults

education) : Province of Hainaut (CPEPSB) City of La Louvière (Form@t 21)

Pilot project responsible partner : Non-profit association INDIGO

Coordinator partner : Non-profit association CEDAR

PROJECT FINANCINGPROJECT FINANCING

Project duration : 36 monthsTotal budget : € 900,504.80Partners’ contribution : €

450,504.80Financial intervention from ESF : € 450,000.00

PARTNERSHIP EXPERIENCEPARTNERSHIP EXPERIENCE

November 2001 – May 2005Project « Passeport cognitif pour

l’insertion (PCI) »European Project «Passeport

européen cognitif pour l’insertion (PECI) »

INSERTION STEPSINSERTION STEPS

Socialization, structuration, orientation

Levelling, pre-qualification, initiation

Basic skillsCompliance trainingTransition towards employment

PCI IN A NUTSHELLPCI IN A NUTSHELL Identifying and validating the reference

cognitive skills (cognitive skills audit). Implementing a training offer from the CSA

results. Structuring a triangulation between :

the person (audit), the training market (prerequisites), the employment market (access to employment).

Adapting the CSA environment to the people needing a personalised approach.

Structuring a network organisation.

WHYWHYTHE COGNITIVE SKILLS ?THE COGNITIVE SKILLS ?

Unlike professional skills : they can be mobilised at any moment for

any activity ; whatever the person and their geographical,

and socioprofessional environment . They allow an upgrading of the life

experience gained through other practices.

CSACSA

Evaluation of the: verbal skills ; quantitative skills ; abstraction skills ; spatial skills .

On a voluntary basis. Without performance criteria. Nor linked to possession of a diploma.

CONCLUSIONS FROM PCI – PECICONCLUSIONS FROM PCI – PECI

Project : refusing a concrete and unsatisfactory

situation ; exploring innovating leads for

socioprofessional insertion ; reconciling the companies and the citizens.

Considered concrete solutions. Programmed ground actions. Need to go further.

OBJECTIVES OF THE GENERIC OBJECTIVES OF THE GENERIC PROJECTPROJECT

promoting innovating socioprofessional insertion actions ;

increasing reinsertion opportunities ;

increasing the employability level ; leading a pilot experiment.

TARGET OF GENERICTARGET OF GENERIC

people out of the labour market ; low qualified job-seekers ; long term unemployed ;de-structured people ;people hard to reintegrate.

GENERIC OBJECTIVESGENERIC OBJECTIVES

implementing and managing the DP ;

identification and validation of the generic and cognitive skills ;

negotiation of an individualised insertion process ;

developing of the pilot experiment «cyber animator ».

INTERVENTION LOGICS - 1INTERVENTION LOGICS - 1

Establishing the link between socioprofesional audit and the MAGIC method developped within the PECI project (Modèle actif de gestion intégrée des compétences).

Obtaining a relational matrix adaptable to individuals, training and jobs.

INTERVENTION LOGICS - 2INTERVENTION LOGICS - 2

To follow the same procedures as the social services (CPAS) : SPI actions based on tools such as : information collecting ; negotiation ; pre-formation ; formation ; preparation to employment ; setting with employment.

To end on a socioprofessional audit.

INTERVENTION LOGICS – 3INTERVENTION LOGICS – 3 PILOTPILOT PROJECT : « cyber animator »PROJECT : « cyber animator »

to define a glossary of the required skills for employment ;

to elaborate a communication tool introducing the job ;

to identify the existing remediation canals ; to identify the tools most adapted to the project ; to invite the candidates to take part to skills audit ; to implement remediation tools ; to evaluate the candidates at the end of the

remediation ; to test the candidates in situation.

SKILLSSKILLS

Skills : set of knowledge ;

aptitudes ;

values ;

attitudes ;

put together by a person in order to reach set results within

a specified function or role (contextualisation) ;

assumed by a worker to take part to their company’s

objectives.

SOFT AND HARD SKILLS SOFT AND HARD SKILLS

Hard skills : observable through tangible results ; easily measurable on an objective way.

Soft skills : also called behaviour skills ; observable through perceptible behaviours.

FUNCTIONFUNCTION Function : set of :

tasks ;

responsibilities

assumed by a worker to take part to their

company’s objectives.

For each function : combination of :

generic skills ;

technical skills.

Skills Profile : defines the necessary skills for a

determined function

GENERIC SKILLSGENERIC SKILLS

Managing the

information

Managing the tasks

LeadingInterpersonal relationships

Working personally

UnderstandingExecuting

tasksLearning Communicating

Showing kindness

Dealing with information

Structuring work

HelpingListening carefully

Adapting oneself

AnalysingSolving

problemsStraight leading

Team workingShowing reliability

Integrating Deciding Motivating Acting «object»Showing

commitment

Renovating OrganizingCoaching / developing

AdvisingBeing stress

resistant

Conceptualizing

LeadingBuilding teams

InfluencingDeveloping

oneself

Organization view

Managing the organization

Leading teams

Developing relationships

Reaching objectives

Vision developping

Undertaking Inspiring Networking

Being interested by

the organization

Gro

win

g sk

ills

leve

l

DEVELOPMENT PARTNERSHIP DEVELOPMENT PARTNERSHIP MANAGEMENTMANAGEMENT

Partnership and development convention (DP)

Transnational cooperation agreement (TCA)

Committee of accompanimentSteering committeeWork cells

REFERENCE DOCUMENTSREFERENCE DOCUMENTS

Documents set by the European Social Fund : rules about the Community Initiative Program ; administrative and financial guide ; auto-evaluation guide ; documents about gender equality ; ESF bulletins ; ESF website ;…

Documents set by the partnership : DP agreement ; records of the board meetings ; logical frame of the project ; project chronogram ;…

COMMUNICATION MANAGEMENT COMMUNICATION MANAGEMENT

Communication platformHelp lineRecords WebsitesVirtual libraryPress conferences

AUTO-EVALUATION OF THE AUTO-EVALUATION OF THE PROJECTPROJECT

Creation of an auto-evaluation group Works based on the ESF guidebook Works on existing documents Group works Enquiries with the partners Enquiries with the recipients Analysis, synthesis, conclusions

THANKS FOR YOUR ATTENTIONTHANKS FOR YOUR ATTENTIONFor any further information about the GENERIC project,

call Daniel Nervenne, Coordinator

on++32(0) 475 754 724