Jens Sibbersen - Combatting poverty through an Active Labour Market Policy


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Presentation by Jens Siebbersen, Manager of career Center, Copenhagen Job Centre, Denmark.

9th Annual Meeting of the OECD LEED Forum on Partnerships and Local Governance (Dublin-Kilkenny, Ireland), 26/27 March 2013.

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Jens Sibbersen - Combatting poverty through an Active Labour Market Policy

  1. 1. 9th Annual Meeting IMPLEMENTING CHANGE: A NEW LOCAL AGENDA FOR JOBS AND GROWTHIn co-operation with the EU Presidency, Irish Government and Pobal 26-27 March 2013, Dublin-Kilkenny, Ireland WORKSHOP B: LOCAL STRATEGIES FOR YOUTH EMPLOYMENT – GETTING YOUTH JOB READY Jens Sibbersen Manager of Career Center, Copenhagen Job Centre, Denmark
  2. 2. Combatting Poverty through anActive Labour Market Policy with astrategic focus on education andinclusionJens SibbersenManager of Career CenterJobcenter Copenhagen, Municipality of CopenhagenMarch 2013
  3. 3. Outline of mypresentation•Brief introduction to Copenhagen andthe Jobcentre at its tasks and challenges•Organising principles as a means to aneffective Employment Policy•Combatting poverty within an inclusiveand mainstream policy and organisation– some examples
  4. 4. An International CityCopenhagen is an international city withsome 540,000 citizens who represent avariety of different national backgrounds.Approximately 119,864 are immigrants ordescendants of descendants. It correspondsto 22.2 % of the Copenhagen population.14.7 % come from non-Western countries.
  5. 5. Political Organization ofCopenhagen•The City Council is the governing political body of Copenhagen•The City Council consists of 7 committees, each with its ownadministration:•The Finance Committee•The Culture and Leisure Committee•The Children and Youth Committee•The Health and Care Committee•The Social Services Committee•The Technical and Environmental Committee•The Employment and Integration CommitteeMayor Anna Mee Allerslev (B)
  6. 6. Tasks of the Employment andIntegration Administration•Employment (including jobcentres and trainingcentres)• Education•Cash benefits, unemployment insurance andsickness benefits•Interaction with entreprises, monitoring andanalyses of the structures of the labour market•Assessment of labour skills in connection withearly retirement•Inclusion tasks across the administrations•Language centres•Danish language training for adults
  7. 7. Jobcenter Copenhagen –an example concerningyouth without educationChallengePrognosis (2020)-15.800 skilled jobs will be needed in Cph with the currenttrend-Similarly 36.600 unskilled workers will not be needed.Situation now-82 % of 24 year olds, that live in Copenhagen have a youtheducation (high school or vocational education)-69,3 % of 30-34 year olds have a vocational education-Youth Unemployment 6,7 % in first quarter of 2012
  8. 8. Targeting Youth Employment inCopenhagenTarget – 95 pct. of a youth cohort shall have en education within 2020 – 60 pct. of a youth cohort shall have a further education by 2020– Reducing unemployment for youth with further 10 pct.Strategy•A strong focus on the ordinary educational system at theJobcentres•Spare time occupation as supplement to Student Financial Aid•A cross sector approach establishing strategic partnerships with •Educational Institutions •Youth Education Guidance facilities •Enterprises •Labour Market Organisations •Job- and Education Fairs
  9. 9. Organising principles•Performance Management through organisation and capacitybuilding – a baseline for innovation• External actor as strategic partners in Active Labour MarketPolicy•Innovation as a key to succes•Strong focus on production as a key to success•Main streaming policy targeting employment througheducation for youth without education•Evolving door policy•Citizen at the helm•Profiling• Holistic approach for disadvanged youth•Specialised measures
  10. 10. Mission and Vision ofthe EIAMission•With the help of the EIA the citizens ofCopenhagen are employed and form part ofthe city’s diversityVision•Access to job and education•Professionel service on time•A chance for everyone to join in
  11. 11. Profiling systemAn initial and ongoing evaluation of the employment potential of theindividual in order to initiate ALMMHow?•Employment Potential – degree of match (through dialogue): 1-3where 1 is immediate match and 3 is no match M1 is ready for the labour market and/or education, 2 ready for activation and 3 no immediate match (temporarily unavailable)•Resources of the individual (through dialogue) 5 points of attention: 1) Own employment perspective, 2) Formal and practical qualifications, 3) Personal competences, 4) Financial situation and networks and 5) Health•Demands of the Labour Market When establishing the match the resources of the individual have to be take into consideration as well as the demands of the labour market.
  12. 12. Specialised Measures (examples)Focus on•Negative Social Development in particular areas in Copenhagen with a highconcentration of unemployed through•Intensified efforts towards vulnerable groups•Education to all young people Mentor support during an education For young criminals there is a program of extended mentor supportExample of measures•18 + (Targeting employement and education for vulnerable young)•17 + (making smooth the transition to adulthood)•Sparetime job (preparing young for the Labour Market and Education)•Intensified effort towards primarily criminals (Safe City Strategy): •The good release •Hot spot •SSP+ (School Social Services and Police) •Exit (New Start – replacement of young criminals) •TAMU (Production School for disadvanged young)•Education through Job
  13. 13. Labour Market tools atthe Job Centres• •Country wide facility where available jobs – unsubsidized as well as subsidized - can be registered with or without the assistance of the Job Centres •CV of the unemployed has to be registered within the first month of unemployment• - an IT-based bench marking tool •Measures results and effects of the active labour policy •Satisfy legal requirements and rights of the unemployed• Case work tool a web-based system that is used in the planning, execution and follow-up on the general and individual employment efforts consisting of 2 parts: Profiling system and Benefit history.
  14. 14. Thank you foryour attention