The task is characterised by
schemes for unemployed
The preparation phase
The Public Employment Service and the AMU centre have regularly meetings in order to inform each other about important developments. These meetings include discussion of future bottleneck problems and trends in unemployment amongst specific groups in the labour market. The agenda also includes discussion of the ideal response of the employment service concerning guidance activities and provision of CVT for unemployed carried out by AMU.
One of the results of these meetings is an agreement with the Public Employment Service stating that the AMU centre has to plan a long training scheme aiming at job possibilities in the cleaning sector.
The training consultant, Bente, who has made up the agreement with the Public Employment Service, has a meeting with two trainers: Ole from the service group and Inge from the quality group. At the meeting they agree on the structure of the CVT scheme and the timetable. They agree that the training scheme must contain a one week introduction phase, identification/clarification of individual competences, four courses within cleaning and four within quality, and maybe a Danish course for immigrants. In addition, the unemployed will get practical training in an enterprise. Bente gives feedback to the employment service.
It is agreed that Ole becomes the co-ordinator of the process. Ole and Inge inform their groups about the process and prepare the schedule. There are going to be four trainers on this scheme. Ole and Anne from the service group, and Inge and Mette from the quality group. From the beginning a number of co-ordination meetings between the trainers are planned. At the first meetings, before the CVT process begins, Ole, Anne, Inge and Mette in co-operation prepare the curriculum.
This curriculum is discussed and approved by the social partners in the local CVT committee for the cleaning sector.
It is agreed with the Public Employment Service that the AMU centre takes care of needs assessment and course-matching for the course participants. The AMU centre advertises the CVT scheme through the local press, and the employment service informs the unemployed. In the advertisement there is an invitation to an information day at the AMU centre where the individual unemployed can discuss her or his own wishes for the future and the expectations in respect of the training. After the information meeting fifteen participants are selected for the class. The case officer from the employment service, Monika, is also attending the meeting - partly because there might be questions she is most suitable to answer, and partly because this at the same time is an easy way to become informed about the results of the information meeting. It also gives a good basis for a smooth contact between Ole and Monika, if problems should arise during the CVT process.
The training phase
During the first week of the training process, all the trainers who are going to participate in the training are presented to the participants. As an introduction to the training process, individual plans with training objectives for each of the participants are made. Ole has received consent from each of the participants that individual log books are to be kept, with the purpose of being able to differentiate the training as much as possible. The log books are available for the trainers and for the individual participant.
Some participants are immigrants, and therefore an identification of individual competence is made with a specific focus on applied Danish. Specific documents are used to support this; a special supplement to the log book about the clarifying of individual competences provides a basis for this. Two of the participants are requested to extend the training process with a Danish course.
During the training process, the trainers meet every second week to ensure a connecting thread during the process. The group of trainers also has decided to keep a diary which (i) contains short notes about the positive and negative events, and (ii) a check list for the next day or for other colleagues.
As a coordinator, Ole acts as contact person for the unemployed. Time for individual discussion is put on the time table, but Ole undertakes the discussion whenever it is required – often about other issues than the very training process, eg financial issues and rules for unemployed. This is, in fact, strictly outside his formal role as a coordinator, but Ole knows that exactly these talks might be decisive for the participants’ motivation. Also during the practical training periods in the enterprises he keeps in contact.
A local employer within the cleaning sector participates for one day to recount the conditions in his cleaning service.
Having completed the training, each participant makes a plan for the future together with Ole.
The follow-up phase
Three months after the process is completed, Ole starts the follow-up by contacting every single participant. He has become closely acquainted with many of the participants and is interested in knowing how it’s going for them. He knows that for some of the participants the best time to talk is in the evening. The participants are invited to a talk if they need it and would like to. In addition to the personal follow-up, the talks also serve a statistical purpose. The resulting database includes those activities the participants have progressed to, whether they have got a job, have entered another training, or are still unemployed. Bente and Ole give this information to the employment service, and it is included in the discussions on the coming joint meeting between the employment service and the training institution.
In addition, the local employers within the cleaning sector are contacted in order to learn about their experiences with the participants during the practical training in the enterprises. One of these enterprises and a temporary employment agency have recruited two employees from the class. They are pleased that Ole is exploring the impact of the training and the enterprises’ experiences. It gives them the possibility to explain that the new employees get on very well, but also to point out the aspects of future training to which the CVT process should pay particular attention.
(Bruno Clematide 2000)
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First set up: 30/11/2000
Latest update: 30/11/2000
Contact: Sabine Manning
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