More training opportunities for more agency workers:

Overview report

Dr. Anneleen Peeters, IDEA Consult Eurociett/UNI Europa joint conference

4 December 2008

2

Aim of the study

Conduct a comparative research work on the personal background, professional experience and motivations of the temporary agency workers and on training opportunities provided to them

Carry out an in-depth analysis of best practices in terms of training programmes targetted at temporary agency workers

3

Approach of the project

Step 1: Comparative research

Step 2: Case studies

Step 3: Pan-European conference

Step 4: Dissemination and publications

4

Methodology

Written survey: Amongst Eurociett and Uni-Europa members Content of the survey:

General framework of training programmes Quantitative & qualitative info training programmes Impact of training on professional life Good practices training initiatives Profile of agency workers Situation and motivations to work as a TAW

Desk research: available studies on profile and training opportunities

Selection of 6 case study countries

5

Methodology

Target group (21 countries) and respons (16 in bold/orange):

Austria Greece Poland

Belgium Hungary Portugal

Czech Republic Ireland Spain

Denmark Italy Sweden

Finland Luxembourg Switzerland

France The Netherlands Turkey

Germany Norway UK

6

Results of the survey

3 topics:

1) General framework of training programmes provided to TAW

2) Characteristics of TAW and their jobs: determinants of training needs

3) Training provision for TAW

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1) General framework of training programmes provided to TAW

1.1. Access to vocational training for TAW

1.2. Organisation of vocational training for TAW

1.3. Cooperation regarding training for TAW

1.4. Financing vocational training for TAW

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1.1. Access to vocational training

General access to vocational training for TAW: In all countries

Specific training system for TAW: In 6 countries: FR, BE, NL, AU, ES, IT

Specific (bipartiate) training body to facilitate access to training for TAW: In 6 countries: FR, BE, NL, AU, ES, IT

9

1.2. Organisation of training programmes

By collective labour agreement

Yes No

By law

Yes FR, AU, ES IT

No BE, NLDE, CZ, FI, GR, HU, IE, NO, PO, SE, UK

How is the specific training provision for temporary agency workers regulated?

10

1.3. Cooperation regarding training

Cooperation between the temporary agency work sector and national public employment services regarding training for TAW: In Austria, Belgium, France, the Netherlands, Finland, Poland and the UK

Cooperation between the temporary agency work sector and other sectors regarding training for TAW: In Belgium, France, Germany, Hungary and the UK

11

1.4. Financing vocational training for TAW

Most important channels (in decreasing order): By temporary work agencies

By user companies

By public employment services

By a training fund By European funds

In some countries training programmes are also (indirectly) financed by TAW’s (e.g. through the social charges of their salary)

12

2) Characteristics of TAW and their jobs: determinants of training needs

2.1. Duration of an assignment

2.2. Sectoral distribution of temporary agency work

2.3. Educational level

2.4. Motivations of temporary agency workers

2.5. Previous situation of temporary agency workers

13

2.1. Duration of an assignment

Duration of a TAW assignment in number of days:

149

125 123 11594 90

75

45 3823

180

260

180

0

50

100

150

200

250

300

PO HU IR UK DE BE Mean FI CZ FR IT ES NO

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2.2. Sectoral distribution

Sectoral distribution of temporary agency work:

0%

20%

40%

60%

80%

PO BE I T FR CZ HU AU GR ES UK NL FI NO

Manufacturing Services Construction     Agriculture Public administration   Other

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2.3. Educational level

Initial educational level of temporary agency workers:

20%16%

11%5%

49%45%

50%

28%

52%

65%

55%

43%

24%20%

40%

55%

46%

15%

43%

23%24%

5%

37%

25%

0%

20%

40%

60%

80%

PO CZ FR NL UK BE GR NO

% low-educated % medium-educated % high-educated

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2.4. Motivations of TAW

% of temporary agency workers not looking for a permanent job:

25%22%

19%

56%

69%

32%

5%

0%

20%

40%

60%

80%

FI NL UK NO FR CZ HU

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2.5. Previous situation of TAW

Large differences between countries in the previous situation of TAW

Before starting work as a temporary agency worker most workers where: Unemployed: in Germany (69%), Hungary (60%), Norway

(50%), France (40%), Greece (40%) and Belgium (30%) Student: in the Netherlands (44%), Finland (43%) and Poland

(25%) Temporary agency worker: in the Czech Republic (32%) and

Poland (25%)

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3) Training provision for TAW

3.1. Number of trainings provided to TAW

3.2. Duration of trainings provided to TAW

3.3. Type of trainings provided to TAW

3.4. Organisation of training provision

3.5. Main difficulties being faced when developing training programmes

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3.1. Number of trainings provided to TAW

FR BE NL ES IT

Penetration rate of TAW 2,5% 2,2% 2,8% 0,8% 0,7%

Number of trained TAW’s (x 1.000)

270,0 19,6 138,7 10,9 204,2

% of trained TAW’s 12,3% 3,6% 19,0% 1,4% 35,6%

Number of training hours (x 1.000)

10.110 303 760 1.221

Number of training hours per trained TAW

47,4 15,4 69,8 6,0

Amount invested in training by temporary work agencies (x 1.000.000 euro)

331 4,7 30 - 40 4,8 149

Amount invested per trained TAW (euro)

1.225,9 239,7 252,3 440,4 729,6

Amount invested in training in % of total wages (payroll)

2,15% 0,40% 1,02% 1,25%

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3.2. Duration of trainings

Distribution of trainings provided to TAW:

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3.2. Duration of trainings

Relation between average number of training hours and % of trained TAW:

Average number of training hours

Low High

% of trained TAW

Low

High

ES

BE

FR

NL

IT

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3.3. Type of trainings

Main fields of training provided to TAW: Technical skills Health and safety ICT

Use of PC

Compulsory trainings (e.g. driving licences)

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3.4. Organisation of training provision

What is the employment status/contract of the TAW when being trained ?

Are TAW’s being paid or do they receive some benefits when they are on a training programme ?

Who usually takes the initiative for the training?

When is the training programme usually delivered to the TAW?

Where does the training usually take place?

24

3.4. Organisation of training provision

What is the employment status/contract of the TAW when being trained (number of countries)?

4

2 21

7

13

9

0

2

4

6

8

10

12

14

Empl.contract as

a TAW

Temp.contract

withagency

Perm.contract

withagency

Trainingcontract

Specificempl.

contract

Nocontract

Other

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3.4. Organisation of training provision

Are TAW being paid or do they receive some benefits when they are on a training programme (number of countries)?

26

3.4. Organisation of training provision

Who usually takes the initiative for the training? Usually the temporary work agency

The user firm is also an important actor

When is the training programme usually delivered to the temporary agency workers? At a later stage during assignment

Training programmes prior to the temporary agency work occur less frequently

Where does the training usually take place? In the user firm or at a training institute Trainings at the temporary work agency do also occur

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3.5. Main difficulties when developing training programmes

Number of countries facing difficulties when developing trainings:

5 5

3

2

66 6

0

1

2

3

4

5

6

7

Lack offinancial

means toimplement

the trainingproject

Too manycandidates

that drop out

Others Problems tomotivate

candidatesfor thetraining

programme

Difficulty tofind

candidatesfor thetraining

programme

Noresources

available toorganise thelogistics ofthe training

Difficulty toidentify skills

needed