Supported employment aims to help people with disabilities find and retain paid jobs in the open labor market. It emphasizes real jobs with regular salaries and benefits, rather than focusing solely on training. The process involves 5 stages: engagement and vocational profiling; job finding; employer engagement; and on/off-the-job support that gradually fades. Supported employment is individualized and aims to empower people with disabilities by respecting their autonomy, choices, and confidentiality.
This document discusses youth employment and rural development policies in Europe and Spain. It provides statistics on high youth unemployment rates across Europe, particularly in Spain and rural areas. It outlines challenges in promoting youth and rural employment, including lack of skills, education, and job opportunities. The document then describes the policy framework in Spain and Europe, including programs to support training, entrepreneurship, recruitment incentives, and local development agents. It discusses the EU rural development policy and Leader program, which aim to foster economic growth, skills, and local partnerships.
This document outlines plans to strengthen the prevention culture in Europe through initiatives in education, awareness raising, anticipating new risks, and promoting prevention across policies and business practices. Key strategies include integrating occupational safety and health (OSH) into education curricula, raising awareness through campaigns and information sharing, establishing a risk observatory to identify emerging threats, and mainstreaming prevention through public procurement, corporate social responsibility programs, and international cooperation.
This document provides an overview of workplace health promotion (WHP) in small and medium enterprises (SMEs) across 19 European countries. It analyzes general economic and health conditions, current regulations and procedures, and factors that inhibit or promote WHP practices in SMEs. SMEs make up over 99% of companies and employ 77 million people in Europe. However, they have fewer resources for formal OHS programs due to their small size and independent nature. Labor inspections focus on large companies due to limited resources. OHS services and employee representation are also less common in small enterprises.
This document discusses monitoring and evaluation of active labour market measures providers for persons with disabilities. It describes the differences between monitoring and evaluation, with monitoring taking a more numerical approach and evaluation using both quantitative and qualitative methods. Both formative and summative evaluation are explained. The document also discusses international certification standards, pragmatic local certification approaches, and conditions for organisations to become licensed certification centres and for active labour market measures providers to be licensed.
The document provides guidance for companies to effectively include persons with disabilities in the labor market. It recommends that companies set concrete employment and promotion targets for people with disabilities at all levels. It also advises ensuring recruitment, training, and selection processes are accessible and do not discriminate. Companies should make reasonable accommodations for employees who acquire disabilities and establish mechanisms to prevent and address discrimination.
The Spanish model of work injury insurance is administered through employers' associations authorized by the Ministry of Labour and Social Security. These associations, known as Mutual Funds, collect fee contributions from employers to cover occupational risks. The Mutual Funds provide general services funded by these fees, such as informing companies of their obligations, investigating accidents, and providing training. They also offer additional prevention services for a separate fee, such as risk evaluations, medical measurements, and specialized training. The Mutual Funds employ over 5,000 health and safety technicians and have an annual budget of over 6 billion euros to administer work injury coverage, prevention services, and rehabilitation care through specialized medical units.
Supported employment aims to help people with disabilities find and retain paid jobs in the open labor market. It emphasizes real jobs with regular salaries and benefits, rather than focusing solely on training. The process involves 5 stages: engagement and vocational profiling; job finding; employer engagement; and on/off-the-job support that gradually fades. Supported employment is individualized and aims to empower people with disabilities by respecting their autonomy, choices, and confidentiality.
This document discusses youth employment and rural development policies in Europe and Spain. It provides statistics on high youth unemployment rates across Europe, particularly in Spain and rural areas. It outlines challenges in promoting youth and rural employment, including lack of skills, education, and job opportunities. The document then describes the policy framework in Spain and Europe, including programs to support training, entrepreneurship, recruitment incentives, and local development agents. It discusses the EU rural development policy and Leader program, which aim to foster economic growth, skills, and local partnerships.
This document outlines plans to strengthen the prevention culture in Europe through initiatives in education, awareness raising, anticipating new risks, and promoting prevention across policies and business practices. Key strategies include integrating occupational safety and health (OSH) into education curricula, raising awareness through campaigns and information sharing, establishing a risk observatory to identify emerging threats, and mainstreaming prevention through public procurement, corporate social responsibility programs, and international cooperation.
This document provides an overview of workplace health promotion (WHP) in small and medium enterprises (SMEs) across 19 European countries. It analyzes general economic and health conditions, current regulations and procedures, and factors that inhibit or promote WHP practices in SMEs. SMEs make up over 99% of companies and employ 77 million people in Europe. However, they have fewer resources for formal OHS programs due to their small size and independent nature. Labor inspections focus on large companies due to limited resources. OHS services and employee representation are also less common in small enterprises.
This document discusses monitoring and evaluation of active labour market measures providers for persons with disabilities. It describes the differences between monitoring and evaluation, with monitoring taking a more numerical approach and evaluation using both quantitative and qualitative methods. Both formative and summative evaluation are explained. The document also discusses international certification standards, pragmatic local certification approaches, and conditions for organisations to become licensed certification centres and for active labour market measures providers to be licensed.
The document provides guidance for companies to effectively include persons with disabilities in the labor market. It recommends that companies set concrete employment and promotion targets for people with disabilities at all levels. It also advises ensuring recruitment, training, and selection processes are accessible and do not discriminate. Companies should make reasonable accommodations for employees who acquire disabilities and establish mechanisms to prevent and address discrimination.
The Spanish model of work injury insurance is administered through employers' associations authorized by the Ministry of Labour and Social Security. These associations, known as Mutual Funds, collect fee contributions from employers to cover occupational risks. The Mutual Funds provide general services funded by these fees, such as informing companies of their obligations, investigating accidents, and providing training. They also offer additional prevention services for a separate fee, such as risk evaluations, medical measurements, and specialized training. The Mutual Funds employ over 5,000 health and safety technicians and have an annual budget of over 6 billion euros to administer work injury coverage, prevention services, and rehabilitation care through specialized medical units.
The document provides a curriculum vitae for Alberto Cerda Micó, including his educational background, professional experience, language skills, and areas of expertise. Cerda Micó has over 30 years of experience working on labor market policies, occupational safety and health, social security systems, and EU funded projects. He has extensive experience working in countries across Europe, Asia, and North Africa.
The document provides guidance on fostering effective inclusion of persons with disabilities in the labour market. It outlines several action plans to consider for job integration and adaptation, including workplace assessment and reasonable accommodations. Examples of workplace adaptations that could be made include adjusting premises, workstations, equipment, instructions, and working hours. Training, supervision, emergency procedures, and consulting workers are also important to support the inclusion of persons with disabilities.
2.1 ap lm pwd typical structure content pppAlberto Mico
The document outlines the typical structure and contents of an Action Plan for integrating persons with disabilities into the labor market in Croatia. It recommends that the Action Plan focus on key issues like education, transportation, accessibility, and active labor market measures. The suggested structure includes an introduction, statistics, objectives, proposed measures and activities organized by thematic axis, coordination details, an evaluation plan, and annexes. The goal is for the Action Plan to define clear responsibilities, timelines, indicators and funding to effectively promote the inclusion of persons with disabilities.
This document discusses various policy issues related to work injury benefits. It examines questions around who is eligible for disability benefits, what qualifies as a work injury, how occupational diseases are handled, and the criteria for assessing disablement and determining benefit entitlement. It also addresses issues such as the length of awards, review and appeal processes, the relationship between social insurance benefits and civil liability, rehabilitation and training requirements, disability aids, and options for employment of persons with work injuries or occupational diseases.
Job integration disabled persons en cnAlberto Mico
This document discusses guidelines for facilitating the job integration and employment of disabled persons. It outlines several key points including ensuring workplaces are accessible and safe for disabled individuals, providing reasonable accommodations, conducting risk assessments that consider individual needs, and establishing emergency procedures that account for those with disabilities. Adaptations like ramps, lifts, and assistive technologies can help make workplaces more accessible. Training, supervision, and policies should also ensure disabled employees are not disadvantaged.
Risk evaluation presentation power pointAlberto Mico
The document discusses occupational health and safety (OHS) policies and frameworks in Europe. It outlines the following key points:
1) The European Community supports improving work environments and working conditions through directives adopted by the Council.
2) Frameworks like the Framework Directive 89/391 establish general preventive principles for OHS including risk evaluation, preventive planning, and organizing necessary resources.
3) Resources can be organized through the employer taking responsibility, designating workers, setting up internal/external preventive services, and ensuring workers representatives are involved in OHS discussions.
Developing effective OHS policies requires coordination between all relevant stakeholders.
European network for workplace health promotion presentationAlberto Mico
This document provides an overview of workplace health promotion (WHP) in small and medium enterprises (SMEs) across 19 European countries. It finds that while SMEs make up the vast majority of businesses, they face challenges in implementing WHP due to limited resources and a perception that regulations hinder autonomy. The document analyzes economic conditions, current policies and structures, and makes recommendations to improve WHP in SMEs through awareness campaigns, infrastructure development, and tailored preventive services.
This document outlines a methodology for planning and implementing occupational health and safety preventive campaigns in workplaces. It discusses preparing for a campaign by defining objectives, target groups, and collaboration. It also covers organizing the campaign by choosing an audience and budget, developing tailored messages, and identifying indicators to monitor and evaluate the campaign. The document provides guidance on disseminating campaign results and keeping stakeholders engaged on occupational health and safety issues.
This document outlines a project to support Turkey's Directorate General for Occupational Health and Safety (DGOHS) and its Occupational Health and Safety Centre (ISGUM) funded by the European Commission. The project aims to align Turkey's occupational health and safety standards with the EU and improve implementation. It will focus on capacity building, promotion, and increasing laboratory capacities over 20 months. A consortium led by BALKAN INSTITUTE and including ANKON was selected to implement the project in three components: institutional capacity building, promotion, and laboratories.
This document outlines a technical assistance project to support the Turkish Employment Organisation (ISKUR) in identifying employment actions to be supported under the 2006 EU programming exercise. The project aims to support ISKUR in consolidating its role, building on past achievements, and continuing its active role in EU-funded projects. It involves needs assessments and recommendations to help ISKUR with institutional building activities at the provincial level and to identify priority target groups and actions for a grant scheme component. The project will be carried out by a team of international and national experts over several months in 2006.
The document provides a curriculum vitae for Alberto Cerda Micó, including his educational background, professional experience, language skills, and areas of expertise. Cerda Micó has over 30 years of experience working on labor market policies, occupational safety and health, social security systems, and EU funded projects. He has extensive experience working in countries across Europe, Asia, and North Africa.
The document provides guidance on fostering effective inclusion of persons with disabilities in the labour market. It outlines several action plans to consider for job integration and adaptation, including workplace assessment and reasonable accommodations. Examples of workplace adaptations that could be made include adjusting premises, workstations, equipment, instructions, and working hours. Training, supervision, emergency procedures, and consulting workers are also important to support the inclusion of persons with disabilities.
2.1 ap lm pwd typical structure content pppAlberto Mico
The document outlines the typical structure and contents of an Action Plan for integrating persons with disabilities into the labor market in Croatia. It recommends that the Action Plan focus on key issues like education, transportation, accessibility, and active labor market measures. The suggested structure includes an introduction, statistics, objectives, proposed measures and activities organized by thematic axis, coordination details, an evaluation plan, and annexes. The goal is for the Action Plan to define clear responsibilities, timelines, indicators and funding to effectively promote the inclusion of persons with disabilities.
This document discusses various policy issues related to work injury benefits. It examines questions around who is eligible for disability benefits, what qualifies as a work injury, how occupational diseases are handled, and the criteria for assessing disablement and determining benefit entitlement. It also addresses issues such as the length of awards, review and appeal processes, the relationship between social insurance benefits and civil liability, rehabilitation and training requirements, disability aids, and options for employment of persons with work injuries or occupational diseases.
Job integration disabled persons en cnAlberto Mico
This document discusses guidelines for facilitating the job integration and employment of disabled persons. It outlines several key points including ensuring workplaces are accessible and safe for disabled individuals, providing reasonable accommodations, conducting risk assessments that consider individual needs, and establishing emergency procedures that account for those with disabilities. Adaptations like ramps, lifts, and assistive technologies can help make workplaces more accessible. Training, supervision, and policies should also ensure disabled employees are not disadvantaged.
Risk evaluation presentation power pointAlberto Mico
The document discusses occupational health and safety (OHS) policies and frameworks in Europe. It outlines the following key points:
1) The European Community supports improving work environments and working conditions through directives adopted by the Council.
2) Frameworks like the Framework Directive 89/391 establish general preventive principles for OHS including risk evaluation, preventive planning, and organizing necessary resources.
3) Resources can be organized through the employer taking responsibility, designating workers, setting up internal/external preventive services, and ensuring workers representatives are involved in OHS discussions.
Developing effective OHS policies requires coordination between all relevant stakeholders.
European network for workplace health promotion presentationAlberto Mico
This document provides an overview of workplace health promotion (WHP) in small and medium enterprises (SMEs) across 19 European countries. It finds that while SMEs make up the vast majority of businesses, they face challenges in implementing WHP due to limited resources and a perception that regulations hinder autonomy. The document analyzes economic conditions, current policies and structures, and makes recommendations to improve WHP in SMEs through awareness campaigns, infrastructure development, and tailored preventive services.
This document outlines a methodology for planning and implementing occupational health and safety preventive campaigns in workplaces. It discusses preparing for a campaign by defining objectives, target groups, and collaboration. It also covers organizing the campaign by choosing an audience and budget, developing tailored messages, and identifying indicators to monitor and evaluate the campaign. The document provides guidance on disseminating campaign results and keeping stakeholders engaged on occupational health and safety issues.
This document outlines a project to support Turkey's Directorate General for Occupational Health and Safety (DGOHS) and its Occupational Health and Safety Centre (ISGUM) funded by the European Commission. The project aims to align Turkey's occupational health and safety standards with the EU and improve implementation. It will focus on capacity building, promotion, and increasing laboratory capacities over 20 months. A consortium led by BALKAN INSTITUTE and including ANKON was selected to implement the project in three components: institutional capacity building, promotion, and laboratories.
This document outlines a technical assistance project to support the Turkish Employment Organisation (ISKUR) in identifying employment actions to be supported under the 2006 EU programming exercise. The project aims to support ISKUR in consolidating its role, building on past achievements, and continuing its active role in EU-funded projects. It involves needs assessments and recommendations to help ISKUR with institutional building activities at the provincial level and to identify priority target groups and actions for a grant scheme component. The project will be carried out by a team of international and national experts over several months in 2006.
This document outlines a project funded by the European Union to develop action plans to foster the effective inclusion of persons with disabilities in the labor market in Croatia. The project will establish working groups in 8 counties to develop action plans. The working groups will receive training in September and then meet regularly to draft the action plans with support from project experts. The action plans are intended to strengthen partnerships and create synergies to improve regional economies and social cohesion.
Almm monitoring and evaluation tools draft[1]acmAlberto Mico
This document outlines monitoring and evaluation tools and processes for employment programs. It defines monitoring as highlighting strengths and weaknesses to enable program improvements. Evaluation determines program success and explains outcomes. Key aspects of monitoring include gathering inputs, progress, results, impacts and management data. Evaluation assesses achievement of objectives and recommends improvements. Both quantitative and qualitative data should be analyzed to fully understand outcomes and processes. Regular interim and final evaluations are important to inform future programs.
Almm monitoring and evaluation tools draft[1]acm sir revisedAlberto Mico
Monitoring and evaluation tools are necessary to assess the success of ALMM-funded projects. A monitoring system should gather information on programme inputs, progress towards objectives, results and impacts on target groups. Evaluation determines whether objectives were achieved and why. It assesses outcomes, processes, costs, benefits and replicability. Both monitoring and evaluation require defining indicators, collecting and analyzing quantitative and qualitative data, and reporting findings to stakeholders. Regular interim and final evaluations provide opportunities for improvement and ensure accountability.
Almm monitoring and evaluation tools draft[1]acm sir revisedAlberto Mico
This document outlines the key aspects of monitoring and evaluating Active Labor Market Measures (ALMM) projects. It discusses the types of information needed for monitoring, including inputs, progress, results, impacts, and management. Performance is monitored at both the impact and process levels. Key monitoring documents include quarterly reports on metrics, finances, participants, and post-program employment statuses. Evaluation examines outcomes like impacts and costs, as well as the process of program delivery and management. Evaluations should be conducted by independent internal or external parties, and include both quantitative and qualitative analyses. The goal is to assess progress, beneficiaries, impacts, efficiency, and make recommendations for improvements.