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From the conference Competence 50+ 2007 in Gothenburg, Sweden.

From the conference Competence 50+ 2007 in Gothenburg, Sweden.

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  • Welcome! Bright and early for the 2 nd day of the conference

Session 03 Session 03 Presentation Transcript

  •  
  • Quick introduction
      • Helen Tubb and Pat Irving, GHK Consulting Ltd
      • European thematic experts for the Adaptability pillar of the EQUAL initiative
      • Invited by the conference organisers and EQUAL Unit at DG Employment, Social Affairs and Equal Opportunities to explore the question:
      • “ Would it be a good idea to establish a European network on age management borne out of EQUAL?”
  • Aim of this seminar
      • To explore the question with you by:
        • Presenting the results of our preliminary research and analysis
        • Gaining your views and comments on the ‘network idea’
        • Identifying additional information and contacts
      • To establish a working group to define and take the next steps
      • To identify interested parties
  • Three-way exploratory model
      • 1. Demand
      • 2. Supply
      • 3. Strategic and operational aspects
      • Primary focus on EU policy agenda and EQUAL
  • Understanding ‘age management’
      • No single definition
      • About proactively managing age trends in the working population
      • Understood at three different levels:
        • Individual
        • Enterprise
        • Labour market policies and frameworks
      • Not just about:
        • Older people (in or out of work)
        • Employment policy
  • Demand: EU policy agenda
      • Demographic ageing is a ‘key priority’
      • Reflected in the:
        • Commission Communication “The Demographic Future of Europe”
        • EU targets for the employment rate of older workers, average exit age and lifelong learning participation
        • European Employment Strategy (EES) (2005-2008)
        • European Social Fund (ESF) (2007-2013)
  • Demand: current progress and challenges
      • Variable progress amongst Member States
      • Continued efforts still needed to reach the EU targets
      • Areas of concern include:
        • Insufficient lifecycle approach to work
        • Insufficient promotion of ‘flexicurity’
        • Low participation of older workers in lifelong learning
        • Low employment rate of older women
        • Lack of emphasis on the ‘adaptability’ strategic priority of EES
  • Supply: age management in EQUAL (1)
      • 210 DPs focus on age management
      • Number and proportion of DPs in the second round has doubled
      • Most active in the following thematic fields:
        • Lifelong learning
        • (Re-)integration to the labour market
        • Adaptation to change
      • Highest numbers of DPs in Italy, France, Germany and Great Britain
      • Relatively few DPs in the new Member States
  • Supply: busy in the first round
      • EQUAL@ Work: age management working group
      • Focused on:
        • A lifecycle approach to working life
        • Crossing the generations
        • SME investment in human capital
      • Captured and disseminated key messages
      • Innovative examples and success stories
      • Policy briefs
      • Agora “Experience is Capital”, June 2005
  • Supply: picture of the second round
      • New analysis of the 55 DPs
      • Coverage of all the Competence 50+ conference themes, especially learning and qualifications
      • Significant SME, regional and sectoral foci
      • Key target groups: older workers, older female workers, employers, public administrations and social partners
      • Key methods: vocational training, awareness-raising, guidance and counselling and skills audit
      • Key tools: research, evaluation and studies, methodological development, networking and mentoring schemes
  • Supply: national networking
      • 33 National Thematic Networks (NTN)s
      • 7 age management NTNs
      • Good starting point for EU-wide networking
  • Verdict?
      • Yes, demand! Yes, supply!
      • Ideal vehicle and timing
        • Responds to subsidiarity
        • EQUAL is still active
        • New ESF is just beginning – EQUAL is the bridge!
        • EU review of good practice in 2008
  • But…
      • Success or failure very much depends on the strategic and operational aspects
      • Important to:
        • Discuss and agree the details of the network
        • Have personal commitment and backing
        • Identify and secure resources
        • Not reinvent the wheel
  • Proposal: objectives
      • To promote and facilitate mutual learning, benchmarking and knowledge transfer
      • To aide communication and cooperation
      • To collate and disseminate good practice and innovation
      • To raise awareness of relevant issues
      • Not to advocate or lobby
  • Proposal: thematic focus
      • Employment and social policy, framed by the EES and ESF
      • All three levels of age management
      • Lifecycle perspective
      • Identify sub-themes
  • Proposal: activities
      • Thematic working groups
      • Thematic seminars
      • Peer reviews (link with the Mutual Learning Programme)
      • Website
      • Newsletter
  • Proposal: Members
      • Policy makers and practitioners
      • European Commission
      • National/regional government, especially those responsible for employment policy and the ESF
      • Social partners
      • Practitioners
      • Representatives from other existing networks
      • Employers?
      • Varying roles to manage time, inputs and expectations
  • Proposal: resources
      • Identify and secure adequate resources
      • New ESF project
      • New ESF technical assistance
      • Membership subscriptions
      • National or other funding
  • Next steps
      • Your views, comments and ideas!
      • Establish a working group
      • Identify interested parties via a mailing list
      • Draw up a network:
        • Declaration
        • Action Plan