from-job-to-job the dutch approach conference social dialogue nicolette piekaar, 21 february 2013

Association of Netherlands Municipalities

From-Job-To-Job

The Dutch Approach

Conference Social Dialogue

Nicolette Piekaar, 21 February 2013


Introducing…

• VNG: Association of Netherlands Municipalities• 408 Municipalities (1-1-2013)• CvA: VNG’s department Municipalities Employers Association• CvA party in Collective Labour Agreement on behalf of all municipalities• VNG aims for quality and strength of local government, CvA

focuses on quality of the organization and workforce• ‘First Government, Best Employer’


Key players in social dialogue


The CAO structure for government and public servants


• Changes in labour market• Changes in demography• Changes in perception of employer/employee

roles• Changes in scope:

The ‘First Government’ is taking over from central and other local levels

• Changes in perception of the over all role of public authority (from actor to director)

• A financial and economic crisis (budget cuts)

Context


Context


• Another type of organization and employee is required

• Another set of labour conditions is necessary

• ‘CLA of the future’

Context


CLA 2011-2012

• First steps in renewing the CLA: • Road map to ‘CLA of the future’• More flexibility in working hours• More flexibility in employability (appointment

in general service)• More mobility by creating an individual

training budget aiming at increasing employalibility

• ‘Job-to-Job’ approach


How it was:

Reorganization, dismissal,

unemployment insurance, and

forever behind the geraniums


How it should be:

Keep working!Challenge forboth employer and employee


• Municipalities, being government, carry their own unemployment costs

• The social security safety net is not so safe anymore

• We need the workforce• Employability is a mutual responsibility

Why this new approach?


Job to Job approach stepwise

Step 1: determining date of redundancy

Step 2: job potential inquiry with (professional) career coach

Step 3: individual plan, with detailed conditions regarding - training,- time needed for job hunting- interview training- evaluations- budget made available by employer- rights and obligations for employee and employer

the aim of the plan is finding another (fitting) job within 2 years; 1 x prolongation possible if necessary and useful

Step 4: another job, within the municipality or outside


• The employer has to invest in programmes, mobility center, training facility

• A personal budget of Euro 7.500 max • The employer has to set up a joint committee

which supervises the implementation of the individual plans and intervenes if necessary

• The employee must face the challenge of a new job and/or a new employer; refusing a fitting job leads to immediate dismissal without extra redundancy payments

Job to job approach terms and conditions


• The Hague: a special organization was created in order to help 1050 Fte find a suitable job

• The bureau has 12 employees: job coaches, casemanagers and communications officer

• Transparency and a certain time frame help change the mindset, and activate people

• Employee AND organization become more flexible

• In sofar: successful

Job to job first experiences


• Leeuwarden:

• Job-to-job approach is key in new social plan, thus creating room for new (modern) labour conditions

• Nijmegen:

• Earlier experience with a job-to-job approach, using individual plans was successful in all cases

• Westland:Investment in phase 0: all employee enter in a mobility plan, including talks with career coaches, training and education plans to prevent redundancy

First experiences

from-job-to-job the dutch approach conference social dialogue nicolette piekaar, 21 february 2013

Documents

fitting job

job approach terms

job approach stepwisestep

new job andor

new employer

job potential inquiry

employer rights

individual training