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Bildungsinstitut PSCHERER gGmbH:experience in working with the
Bilan de Compétence (Competence balance)
Table of Contents
1. Introduction Bildungsinstitut PSCHERER gGmbH (BIP)
2. Situation on the labour market in Germany
3. Introduction of the Competence Balance
4. Example „Beschäftigungspakt 50+“ („Alliance for employment 50+“)
5. Example „QAB dual“
Bildungsinstitut PSCHERER gGmbH
Some facts
founded at 19. June 1990
not for profit working limited company
headquarters in Lengenfeld
branches in Saxony and Bavaria
95 employees
Education, Consulting and Development are the 3 columns of our philosophy.
Situation on the labour market in Germany
2001 Job-AQTIV-lawOptimization of the placement process of unemployed people back into the labour marketProfiling (=forecast of chances) as part of the placement
2002 Hartz-Conceptsuggestions for a modern services in the labour marketgoal: more efficient labour market policies and reformation of the state employment services (employment office)
definiton of the differences between client groups (market client, consulting client, support client) with special action programs for each client group
no unified legal regulation
Diversity in procedures and tools
Competence Balance and BIP
Searching for appropriate processes to identify competencies, we have intensively studied the french model „bilan de compétences“ since 1999
Training for professionals in the field „competence balance“ and officially certificated in the year 2000, 2003 and 2008 under the quality guidelines set by the national network of the French Centres of Competence Balance (CIBC)
The Competence balance was adapted to work with different target groups, in different extentions, and was appropriately adapted to the regional situation
Best practise examples are e.g. the target groups (long term) unemployed people, youth, founder of new businesses, junior staff, returners in the job, immigrants and older workers
What is a Competence Balance?
a method developed in the human resource management. It is used to define an individual and most objective review of persons, regarding to more or less existing competences
informs about the possible vocational developments of the clients, in dependence of strength´s and weaknesses
but is also a special philosophy, how a person can be seen
a kind of training for the participant, because he has to find answers of important questions: Who I am? What do I know? What do I want?What to do to achieve my goals?
self confidently actions and individual learning are main ideas of the BdC, too. And therefore the motivation of the persons.
Goals of the Competence Balance
The participant achieves a clear picture of the own identity, evaluate existing strengths and weaknesses and balance it regarding to the labour market
Basing on that, he plans a realistic vocational future or checks his already established plans, and
improves motivation, to face to new vocational requirements
Action plan of the Competence Balance
Phase 1 – analysis of needs• Definition of the goal• Definition of the action plan• Signing contract
Phase 2 – analysis of the actual status• data collection• structuring the dates• psychometric analysis• behavior analysis
Phase 3 – information and summary• summary of the won dates• work out the vocational perspectives• presentation and hand out of the summary sheet
used methods
personal interviewsfirst intervieworientation interviewsevaluation interviews
intensive individal work inventoryadditional questionnaire
tests and methods of analysispersonality questionnaireinterests testintelligence test job-related procedures
monitoring proceduressingle situationspartner situationsgroup situations
Requirements of the participants
principle of voluntary participation
readiness of the participants to an actively work
competence balance is a kind of training, in which the individual learns to recognize itself better, to take responsibility for oneself, to be less passive, to act independently
Results of the competence balance
Summary sheet (Document du Synthese)Structure:
1. possibly vocational options2. already existing professional conditions
Which knowledge and professional skills have to be learned?3. existing individual strengths
Points, on which has to be further worked 4. Factors, which recently engage or restrain the realization of the vocational
plan5. recommendations
Action plan
It includes all necessary steps and activities, which the participant has to do to realize his vocational plan. It also includes a timetable.
Example „Alliance for employment 50+“
This project is realized within the framework of the programme „Perspektive 50plus – Alliances for employment for people 50+ in the regions“ in order of the Federal Ministry of Labour and Social Affairs. It is used to improve the chances of employment for older long-term unemployed.
Goal of the project is to collect the needs of the regional enterprises, and to identify with help of the competence balance the available and useable potentials of the older unemployed.
It follows a comparison between need and potential and the thereon based identification of strategies for activation, qualification and integration for older unemployed.
DevelopmentDevelopment
Phase I October 2005 – Start of the project of the Federal Ministry of Labour and Social
Affairs in coorperation with the employment office of the region Vogtland
Phase II January 2008 – Enlargement of the region, cooperation with the employment
office Zwickau-City July 2009 – Enlargement of the region, cooperation with the employment office
of the region Chemnitz, and the employment office of the region Vogtland-Plauen
January 2010 – Enlargement of the region, cooperation with the employment office of the region Zwickau
Phase III
January 2011 bis December 2015
Optimization of the project
Enlargement of the region, cooperation with the employment office Chemnitz-
City
Project overview and structureIn
form
ativ
e ev
ent
De
cisi
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pa
rtic
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te in
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pro
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Mobility counselling
vehicle, driver's license, traffic connections
Competence balance recognize and promote conditions
COACHBasic +
COACHActive
individual guidance and support
Support in the company
after job integration
3 appointments in 2 weeks
5 days & 3 appointments per month (Duration: 4
months)
COACHPlus
(in case of need) practical testing and identification of aptitudes and qualification needs
Follow-up
further involvement in placement activities
job counseling and job search, common efforts towards employment
Seminaries / Events with actual topics
social insurance, health, time work etc
Competence balanceCompetence balance
Individual first interview
Working with the personal inventory
Inclusion of different test proccesses - individually and in groups (e. g. group monitoring)
Recognition of strengths and vocational interests
Individual final interview and obligatory summary sheet for further personal planning
CoachingCoaching
The part COACH is used, to attend and support the activities of the participants for rejoining into working life. The general duration is 4 months and is structured in
COACHbasic
1 week basic course with 6 teaching units daily
activation and orientation, i. a. creation of actual and complete application documents
and then ...
CoachingCoaching
COACHactive
3 appointments monthly (whole duration: 4 months)
1 appointment in a large group (duration: 6 teaching units)
1 appointment in a small group (duration: 4 teaching units)
1 individual interview (duration: 1 hour)
internet research and applying to suitable job offers as well as strenghtening the individual initative
use of alternative possibilities für applications
additional events (such as health management at work, consulting to improve appearance)
COACHplusCOACHplus
professional practise testing (in case of need)
identification of the actual knowledge and skills in the tested vocational field
support with the vocational orientation
actual requirements of the labour market
12 different vocational fields
duration: 5 days with 8 hours daily
COACHplusCOACHplus
vocational fields
wood
electric installation
color / dry construction
metal
construction
horticulture / landscaping
nursing
selling
hotel and catering industry
business
security industry
storage and logistics
Success in numbersSuccess in numbers
Placement services of unemployed participants into new jobs Placement services of unemployed participants into new jobs within the project, of the region Vogtland, Zwickau and within the project, of the region Vogtland, Zwickau and Chemnitz (beginning at January 2011)Chemnitz (beginning at January 2011)
Phase I
October 2005 – December 2007 625625 job integrations
Phase II
January 2008 – December 2010 15321532 job integrations
Phase III
January 2011 – December 2011 855855 job integrations
Example QAB
Starting situation:
People without a training qualification are mostly disadvantaged at the labour market.
A continuously growing lack of professionals has an impact to the efficiency of companies.
Example QAB
Project, financed by the European Social Fund (ESF) and the Federal State of Saxony
QAB – „Qualification of unemployed people without or with a not more useable training qualification to a accredited training qualification“
from 2006 QAB I
from 2009 QAB II „With success to qualification
from 2011 QAB dual
Goal of all QAB-projects is to lead adults, taking into account their vocational experiences, to a training qualification.
Example QAB
Target group:
Long term unemployed men and women over 25 years old
Goal:
Basing on a individual and tailor- made training, the unemployed are accompanied to get an training qualification. The qualification will be held in enterprises and vocational schools. Therefore further goals are:
Improve the chances of unemployed and long term unemployed on the labour market and to
Increase the willingness of companies to invest in disadvantaged target groups in securing their demand for skilled workers
Structure QAB dual
Informative interview between participant and placement officer, introduction of the QAB dual- progarmme
Assignment to the project coordinator (PROC)
First interview with PROC
Vocational orientation phase
Last interview with PROC
Placement of the occupational re-training or apprenticeship
Structure vocational finding phase
Diagnostically aptitude assessment with different tests (Competence Balance)
Vocational information
Professional practise testing (3 days)
Internship (1 till 4 weeks)
Complementary components, increasing toward the qualification
Last interview
Diagnostically aptitude assessment
examined characteristics:
Vocational career
General and job-specific intellectual ability
Special knowledge
Ability to learn
Language understanding
Ability to concentrate
Personal variables (especially motivation, Punctuality, willingness to work hard, emotional stability, perseverance, teamwork)
Social environment, environmental conditions
If necessary physical characteristics
Diagnostically aptitude assessment
Used methods:
Guideline-based interviews
Analysis of CV
Analysis of excisting certificates and supporting documents
Test procedures (general mental and occupation-specific)
Structured behavioral observation
Letter of motivation
Dealing with stress
Work status QAB I and II
responsible project ccordinator: BIP participants
Assigned
Aborts before qualification
Successful diplomas
Currently in training
Integrationen into work
Thank you for Thank you for
your interest!your interest!NameName Dr. Regina Hentschel Dr. Regina Hentschel
E-Mail: [email protected]: [email protected]
Internet: www.pscherer-online.deInternet: www.pscherer-online.de
