Flemish Public Employment & Vocational Training Services VDAB Flemish Public Employment & Vocational Training Services VDAB

Impact of the recession Unemployment in Flanders 2008 – 2010: +25,1% Received vacancies by PES 2008 – 2010: -12,7% Sectors: mostly industry and construction Unemployment: Men and youth Vacancies: 2009 – 21,5% Sectors: textiel en automobiel (GM!!), uitzend

WIP Work and investment plan Flemish Government To control the economic crisis Pro-active policy for the labour market with attention to competences, less favoured groups Durably reinforce employers/enterprises, employees and jobseekers during the crisis Comprehensive approach Long-term unemployment Action 50+ Vulnerable groups Vocational traning Training on the job Employers Restructuring Uitbreidingen van bestaande projecten

Comprehensive approach Comprehensive approach = provide each jobseeker with a suitable offer in time Suitable offer = mediation (virtual, collective, individual), guidance or training based on individual needs

Comprehensive approach 1 month 5 months <25 years 9 months 25-50 years Registration When necessary Need for extra help or on demand of the jobseeker Automatically matching and sending of job offers Correct personal file + matching for vacancies Screening + Mediation (call centre or counsellor) Evaluation VDAB Counsellor Guidance - counselling towards work - with vocational training, work practice, job search assistance,…

Long term unemployment 1. Orientation centre: re-activate the jobseeker through information, orientation and motivation in a collective session 2. Evaluation follows immediately + Refer to not-labour-market-oriented services if necessary: activating guidance for jobseekers with medical, mental, psychical or psychiatric problems by specialized organizations 3. Intensive guidance + Long-term unemployment due to problems not related to the labour market (medical, mental, psychic, and psychiatric problems): screening and guidance by specialized organisations (tender) Begeleiding bestaat uit: OC; staat de werkzoekende ver van de arbeidsmarkt, dan volgen eerst remediërende acties of wordt doorverwezen naar HV

Long-term unemployment Workstudio’s for youngsters (<25y): to keep them active and improve their competences. Collective sessions and training period in enterprises Orientating Guidance: similar to orientation centre and intensive guidance Projects for work experience: experience on the job in one or more enterprises and guidance towards regular labour market. → ESF: by private organizations

Action 50+ Collaboration with other actors on the labour market (unions, employers, temporary employment agencies,…) New chances for older jobseekers Counselled by specialized 50+ counsellors of VDAB 50+clubs on 25 locations in Flandres for collective and individual guidance for older jobseekers with personal advice, customised training, orientation, application traning Vrijwillig niet vrijblijvend: 8% van de doelgroep 50-plussers stapt in, 3% via de vakbonden, 15% via VDAB

Action 50+ Compulsory for age of 50-55 for new jobseekers Longterm unemployed > 50 years: voluntarily guidance by promoting the services of the VDAB Sensitizing the labour market (employers) to keep older employees on the job Vrijwillig niet vrijblijvend: 8% van de doelgroep 50-plussers stapt in, 3% via de vakbonden, 15% via VDAB

Vulnerable groups Unemployed in poverty Jobseekers with medical, mental, psychic or psychiatric problems Low-literated jobseekers Bankrupts

Vocational Training Flexible offer of trainings More directed on vacancies Fullfilling the competence gap between the joboffers and the jobseekers Reinforce collaboration with enterprises for training Investment in learning the Dutch language (for migrants or jobseekers from Brussels and Wallonia) Collaboration with Education

On-the-job-training = training and guidance on the job during 1 to 6 months for improving competences for the job. After the training: permanent employment of the trainee Extra: Stimulating for more jobseekers in on-the-job-training + stimulating the employers to recruit a candidate through on-the-job-training Qualitative improvement

Employers Basic information for employers with questions about career Career guidance: orientation and guidance Reinforcing competences for employers in restructuring or temporarily unemployment

Restructuring Action DirecT Collective ending of minimum 10 fixed term contracts in a company within a month Only if the company gives his consent What? Organisation of an info session Registration as jobseeker on the spot As soon as possible invitation at the PES Organisation collective sessions Focus on the people who are the most vulnerable in an economic crisis. The ending of a fixed term contract is not counted as ‘job loss’ Problem: We have to know!!! Press, the unions, the employer, sector fund, PES-employees In consultation with the company: when organizing an info session? While they are still at work? Last day? After the ending of the contract? Info: - NOT OBLIGATORY - practical: what do you have to do? What are your rights? What are your obligations as jobseeker? What can the PES do for you? Are there similar jobs in the region? Individual consult with a PES-worker: what’s the best help for you? Education? Collective sessions: help in looking for a new job but then in group. Cooperation of several services of the PES  Everybody: detecting the companies in this situation  Social intervention cell: Informing the company, organisation of the info session(s), registration as jobseeker  Accounts: Also informing the company, list with job opportunities in the region/comparable jobs  Consultants: aid at the info sessions, registration as job seeker, guiding the affected employees when looking for a new job

Restructuring Factors of success Continuation Info session during the working hours Collaboration with the workers unions Duration of the economic crisis Publicity of the measure Continuation Comprehensive approach of the PES Legislation ‘Collective dismissal’ 18 companies 2.571 affected people 941 people at an info session (37%) 1.063 back at work after 6 months (41%)

Restructuring Active restructuring policies in Flanders 1. Employment units and outplacement 2. Social intervention advisors within PES 3. Approval of the Regional Minister on activation measures 4. Social intervention Fund 5. Financial incentives to re-employ laid off workers (labour costs subsidies, financial support for outplacement ) Support after job loss 1 + 3 + 5: Federal legislation 2 + 4: Flemish legislation

Restructuring Collaboration of VDAB, employer, unions, outplacement agency and sector training fund Guarantee for intensive guidance for former employees after the closing of the company, collective dismissal, restructure, bankruptcy. Actions: Formation of an employment unit in the company or VDAB Informing employees about the employment unit, outplacement, unemployment and registration Outplacement of (former) employees Role: Stimulating work-to-work transitions and prevention of benefit dependency Coordination of all actions to reintegrate collective dismissed workers (follow up outplacement, job offers, training opportunities) Cooperation between all partners involved: employer; trade unions, outplacement office, sector training fund, chair=local director of PES; In Flanders: “Firm specific” employment units and 15 “permanent” employment units (for small sized firms) Duration of participation of dismissed workers in employment unit:45+ : 6 months, min.60 hours outplacement 45- : 3 months, min.30 hours outplacement

Restructuring Outplacement = Intensive guidance by external organization after dismissal, towards a new job or self-employment Compulsory for everyone who registers for the employment unit Also possible for workers with fixed term contract or interim contract if 1year in company Guidance of dismissed employees in the employment unit → by private organizations Private organizations: +/- 200 in Flanders  Quality? After the lunch break Status of dismissed workers in employment unit: No contract anymore with employer Registered unemployed Activation allowance during employment unit (may continue afterwards) Facilitating the work-to-work transition Several legislations Individual dismissal: obligatory for 45+ Collective dismissal: obligatory for everyone who registers for the employment unit Bankruptcy: obligatory for 45+, possible for 45- Employer pays (except when there’s no money  Social intervention fund)

Restructuring Social intervention advisors Information for employers and social partners on rules and procedures Before social dialogue (providing information) During social dialogue: no interventions, only information on request After social dialogue to support with legal procedures To erect and coordination of the employment unit Information for employees and individual consult Managing the Social intervention Fund Aim: Payment of outplacement and support to lay offs after bankruptcy or when the company is in financial troubles Employees working 1 year in firm before bankruptcy Bankrupt Self-employed Helpers of Bankrupt Self-employed Payment of outplacement if employer can not pay: 2.290€/person +57€/person administration cost Training budget: 575 €/person (maximum) Obligation of an employment unit + social plan 2009: 379 dossiers

Questions?

Thank you Riet Bulckens riet.bulckens@vdab.be