YOUTH +Challenges +Tools +Regions by A. Menna, I. Roncone, K. Adamska and K. Pivovarníková


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Interactive document helping young people and youth organisation to better know opportunities addressed to them

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Common project YOUTH + challenges + tools + regions Abruzzo Region Lubuskie Region Prešov Region Antonella Menna Irene Roncone Karolina Adamska Katarína Pivovarníková


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The new infrastructures are skills.” (A. De Croo, Deputy Prime Minister of Belgium) Challenges Youth and labour market LACK OF INFORMATION & INTEREST??? YOUTH AND THE LABOUR MARKET Means of finding information about the EU 1. Internet 2. Media 3. School and university 4% 1% 6% 4. Friends and the opportunieties for the young people 5. I am not interested 2% Survey among Polish youngsters, 2016 87% SOLUTION The possibility of informal education, which we are offering to young people can be considered as activities that indirectly alleviate unemployment among young people by improving their competencies and skills and thus prepare them better for the labor market. Specific means, as the European Voluntary Service, can be a tool to bridge periods of unemployment, whilst increasing competence (IUVENTA Slovakia) The unemployment of the young people is a consequence of the lack of experience and the lack of knowledge especially in the field of non-formal education. Non-formal education and volunteering gives young people the courage and the contacts they are able to kick example, in business. (Youth Parliament, Prešov Region Slovakia). Youth unemployment OECD TOTAL EUROPEAN UNION POLAND SLOVAK REPUBLIC ITALY TOOLS page 4 page 6 page 9 page 11 page 12 page 14 page 10 Volunteering & EVS Youth guarantee Erasmus + Apprenticeship Youthpass New forms of employment Internships Youth unemployment rate: March 2016 Italy 40,3 Poland 20,8 Slovakia 26,4


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volunteering European Voluntary Service (EVS) ....ADVANTAGES: • travel and live abroad for a period of time starting from 2 weeks minimum and extending to 12 months in total (distinction between long EVS and short EVS); • express their commitment through full-time voluntary work in a foreign country within or outside the EU; • meet new young professionals working with the development of their personal career in mind; • increase their mobility; • learn new skills, improve and use their abilities and also improve the use of language; • receive the Youthpass which serves as a documented proof of their newly gained experiences. Volunteering matters- click to watch What is EVS? • • it is a part of Erasmus+ programme • it concentrates on developing solidarity, mutual understanding and tolerance and it also focuses on contributing to strengthening social cohesion and promoting active citizenship among young people • tool of finding new ways of employment and as a mean of “activating” NETs (people who are neither in education nor training • it promotes the solidarity and tolerance among 3 key players young people and strengthens the work of sending organisation - receiving organisation - volunteer organisations included in the youth work Websites 4 PROPOSAL: WEBSITE & SOCIAL MEDIA ... start by EVS! STOCKINDESIGN: THE LAB OF INDESIGN TEMPLATES 5


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Youth Guarantee REASONS - 7,5 million NEETs across the EU, about 12,9 % of young Europeans (aged between 15-24) - many youngesters have no more than a lower secondary education and are early leavers from education and training - 30,1 % of unemployed people under the age of 25 years in the EU have been unemployed for more than 12 months - an increasing number of young people do not actively seek employment NEETS Youth Guarantee WHAT IS YOUNG GUARANTEE? 1. EU Member States made a commitment to ensure young people’s successful transition into work by establishing Youth Guarantee schemes. 2. This commitment ensures that all young people under the age of 25 years receive a good-quality offer of employment, continued education, an apprenticeship or a traineeship within a period of four months of becoming unemployed or leaving formal education EARLY SCHOOL LEAVERS LONG-TERM UNEMPLOY- General Purposes of Youth guarantee: 1. 2. facilitate school-to-work transition support jobs for young people THE ITALIAN RECIPE: Garanzia Giovani Main concept of Garanzia Giovani is setting up of an integrated e-Portal where people can register directly online and be connected to a national register to facilitate the matching between job offers and job seekers. EU funds for Garanzia Giovani are mainly managed at regional level. MORE INFO: 1. Orientation through public employments centers and private temporary employment agencies: - “profiling” of the person through collective meetings, single interviews, structured forms, questionnaires or aptitude testing in order to evaluate the personal professional competences. - signing the Garanzia Giovani Agreement. ROLE OF THE MEMBER STATES IN THE YOUTH GUARANTEE 1. 2. 3. 4. 5 identify the public authority in charge of establishing and managing the Youth Guarantee scheme ensure that young people have full access to information about the services strengthen partnerships between employers and relevant labour market players develop partnerships between public and private employment services, education and training institutions, career guidance services and with other specialised youth services (NGOs, youth centres and associations) ensure the consultation or involvement of young people and/or youth organisations in designing and further developing the Youth Guarantee scheme; 2. Training (less than 19 years): vocational training 3. Job-support: Planning and finding instruments for the individual job placement, various paths could be chosen. JOB SUPPORT 1. Traineeship: All Trainees are paid with public funds, no extra costs is on charge of the enterprise. Moreover, extra public WATCH THE VIDEO!! grants are guaranteed in case the traineeship contract turns into a contract of employment. Duration: from 6 to 12 moths; Age: 18-29; Activity: national and transnational mobility SUPPORTED ACTIVITIES 1. pathways to re-enter education and training or second-chance education programmes for early school-leavers and low-skilled young people; 2. measures aimed at boosting skills and competences help to address existing mismatches and service labour-demand needs; 3. boost skills and competences include ICT/digital skills. Standards ICT curricula and certifications that could be internationally comparable; 4. entrepreneurship and self-employment for young people, including entrepreneurship courses encourage; 5. implement the Recommendation of 20 December 2012 on the validation of non-formal and informal learning. 2. Support entrepreneurship Age: 18- 29; Activity: advice on how to create a start-up and how to access to financial instruments MORE INFO: MEMO-15-4102_en.htm ALL/?uri=CELEX%3A32013H0426%2801%29 MEMO-13-152_en.htm 3. Incentives for recruitment (Bonus occupazionale) Enterprises that decide to employ a Garanzia Giovani apprentice will receive public financial contribution in order to grant the apprentice a monthly salary. The financial contribution granted to the enterprise depends on the profiling of the person assessed during the orientation phase; the more disadvantage it is the more contribution it has. This incentive is also valid for Professional apprenticeship contracts: (skills acquisition with an on the job experience for young people aged 18-29; Duration: max 3 years) 4. Distance Learning (e-learning) USEFUL LINKS - free online courses 6 PROPOSAL: WEBSITE & SOCIAL MEDIA STOCKINDESIGN: THE LAB OF INDESIGN TEMPLATES 7


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Erasmus + Erasmus + Erasmus+ Programme aims to improve the level of key competences and skills of young people, including those with fewer opportunities, and youth workers, as well as to promote participation in democratic life in Europe and the labour market, active citizenship, intercultural dialogue, social inclusion and solidarity. It also fosters quality improvements in youth work, in particular through enhanced cooperation between organisations in the youth field and/ or other stakeholders. It complements policy reforms at local, regional and national level and it supports the development of knowledge and evidence based youth policy as well as the recognition of non-formal and informal learning. It generally enhances the international dimension of youth activities. Main activities: - Support to the Open Method of Coordination (peer learning, evidencegathering); - Support to Structured Dialogue in the field of youth - Support to European Youth Forum and civil society partnerships with European Youth NGOs - Implementation of Union transparency and recognition tools: Youthpass - European Youth Week The single EU integrated programme, covering education, training, sport and youth sectors! 8 PROPOSAL: WEBSITE & SOCIAL MEDIA STOCKINDESIGN: THE LAB OF INDESIGN TEMPLATES 9


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Young people are the priority of EU policy. We are in the middle of implementation Framework for European Cooperation in the Youth Field 2010 - 2018. INTERNSHIP: Win-Win For Employers And Students for employers: best way for them to build a pipeline of talented, young professionals. for interns: gaining an insider’s view to a possible career path and networking internships could lead to a full-time position in the company internships apprenticeship The European Alliance for Apprenticeships (EAfA) is a multi-stakeholder platform aiming to strengthen the supply, quality and image of apprenticeships, and it also includes initiatives to improve the mobility of apprentices in Europe. The aforementioned platform was launched on 2 July 2013. Useful links: NEW PROJECT! CHECK IT OUT! Main importance • bringing together governments with other key stakeholders like businesses, social partners, chambers, vocational education and training (VET) providers, regions, youth representatives or think tanks; • strengthening the quality, supply and image of apprenticeships in Europe; • increasing the mobility of young professionals. The benefits of the network for the young people • greater mobility of the young professionals; • easier transition from the education to the actual workplace; • acquisition of valuable workplace skills; • reinforcement the implementation of the Youth Guarantee; • increase of the employability of young workers NEW SKILLS FOR NEW JOBS - promote better anticipation of future skills needs - develop better matching between skills and labour market needs useful links: - bridge the gap between the worlds of education and work building skills for future... 10 PROPOSAL: WEBSITE & SOCIAL MEDIA STOCKINDESIGN: THE LAB OF INDESIGN TEMPLATES 11


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Youthpass Youthpass is a part of the European Commission’s strategy to facilitate the recognition of non-formal learning for young people on the job market. It is available for projects funded by Erasmus+: Youth in Action (2014-2020) and Youth in Action (2007-2013). Youthpass BENEFITS accentuating and fostering the role of non-formal learning processes and outcomes; finding about one’s strong sides and assessing one’s competences; gaining a validation of the voluntary work and experience; increasing the chances of employability on the labour market after finishing the project; documenting the acquisition of the newly gained competences FIND OUT MORE for/evs/subpage/ AREAS OF COMPETENCES Communication in the mother tongue Communication in foreign language Mathematical competence and basic competences in science and technology Digital competence Learning to learn Social and civic competences Sense of initiative and entrepreneurship Cultural awareness and expression Start up your career! 12 PROPOSAL: WEBSITE & SOCIAL MEDIA STOCKINDESIGN: THE LAB OF INDESIGN TEMPLATES 13


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NEW WORK PATTERNS Interim management FLEXIBILITY FOR WORKERS & EMPLOYERS broader use of advanced information & TECHNOLOGIES business activities and occupations SPECIFIC ICT- based mobile work ... current labour market requires... New forms split into 3 groups: 1. New model of the employment relationship between employer and employees, or client and worker (employee sharing, job sharing, voucher based work) 2. New work patterns- in other words, new ways in which work is conducted (interim management, casual work, ICT based mobile work) 3. Self-employed and freelancers- crowd employment, portfolio work virtual invisible worker working digitally anywhere- working away from at the employer’s premises synonyms: e-nomads; mobile e-work; mobile ICT supported work Work takes place wherever and at any time it suits the work activities, tasks business schedule and lifestyle of worker. 4 types: 1. full mobility with frequent changes of location (journalists, multi-site managers, regional global sales people, service engineers) 2. site mobility- frequent changes of location but in heohraphically liimited areas (researchers, construction site workers) 3. multilocation workplaces- number of fixed work locations changing infrequentaly (fielf engineer) 4. networked work places with limited physical mobility but with ability to work at many different locations(complex design, software development) Workers are able to self-organise and self-manage their work. Characteristic: sociodemographic: younger, high-skilled specialists, knowledge workers or management NEW RELATIONSHIPS MODEL EMPLOYER - EMPLOYEES Group of employers hires workers jointly and is jointly responsible for them One employer hires several workers (normally just 2) to jointly fill a single full time position/ shared responsibility of the workers fulfilling certain tasks Reasons: - MIGHT HELP TACKLE THE PRESENT LABOUR MARKET CHALLENGES OF YOUTH UNEMPLOYMENT and ageing working populations; - to offer flexible work patterns to their workforce - ensuring full time coverage of a job; - retention of skilled labour; - improvement of their employer branding and a smooth workflow; - good option for employers to fulfil the obligations to provide flexible part/time work for specific groups of workers (women returning from maternity leave, disabled people, seniors) - learning and exchanging opportunities between the coworkers involved in the job share voucher-based work Reason for engaging in employee sharing form: - need for specific human resources/ certain skills at a specific point of time - uncertainty of full time job - employers motivation: no need to be trained each season; stable full-time employment within the region; contribute to workers skill development- benefits from varied experience; - upskilling the workforce - Contributes to job stability, to creating permanent full time jobs and to regional revitalisation - a tool against long term unemployment Form of employment where an employer acquires a voucher from a third party (often a governmental authority) to be used as paymet fot a service from a worker rather then cash. Job description: specific tasks, fixed-term assignments related to casual and protfolio work (household services, agriculture) A tool for supporting legal employment. Recognised service voucher organisations: - public institutions for social welfare and social assistance - commercial businesses and self employed people - temporary work agencies - private non-profit organisations Casual work portfolio work New forms of employment Company leases out workers to other companies temporarily and for a specific purpose. Leasing is the main objective of the employer company- its staff is limited to highly specialised experts who are sent to the receiving companies to solve a specific management or technical challenge or assist in economically difficult times. Flexible option without any longterm commitment. Main point: matching supply and demand for specialist workforce. Process: 1. company sets out specific needs 2. intermediary agency selects the candidate they consider most suitable 3. employer company negotiates the contract length and other conditions. European Parliament definition: “work which is irregular or intermittent with no expectation of continuous employment” Two types of projects: 1. intermittent work: to conduct specific task / individual project for fixed-term period. 2. on-call work: calling for employee when there is a need, but the employment is continuous through zero-hours contracts or min-max contracts. Characteristics: sectors: hospitality / tourism/ agriculture/ retail / education sociodemographic: young, less educated workers, in many countries predominantly women Porfolio workers hold multiple jobs or contracts in various areas of activity and with various companies. Characteristics: - self-managed, independent, income-generating work, including marketing oneself and pitching to clients - continuous adaptation to different work situations and clients’ requirements - highly skilled self-employed people who do not employ others - workers provide expert services on a freelance basis with cooperation with others Sector: - creative (journalists, media industry, translators) - IT sector EMPLOYEE SHARING 14 PROPOSAL: WEBSITE & SOCIAL MEDIA future of employment - flexibility JOB SHARING STOCKINDESIGN: THE LAB OF INDESIGN TEMPLATES 15


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New forms of employment Socio-technical work system that uses an online platform to enable organisations/ individuals to access an indefinite job opportunities Synonyms: crowd sourcing, crowd work Based on individual tasks or projects rather than on continuous employment relationship. Sector: - IT: web content, software development, database building and cleaning, classifying web pages, designing logos, drafting slogans for advertising Technology is essential - most of the job is done online. Motivation for workers: - learning opportunities, social exchange, recognition by orther crowd workers and clients - opportunity for self-marketing and a better combination of work an private life - source of additional income - opportunity for young professionals Main pointers of new employment forms - FLEXIBILITY is the key concept - countries are in economically challenging times or societal developments - GLOBALISATION & needs for reorganisation - all of the new employment forms identified have the potential for positive effects on the labour market integration of specific groups of workers - most of the emerging employment forms contribute to labour market innovation and to making the labour market more attractive - jobs offer that better suits to specific needs of workers - general upskilling of the labour force - give some sort of the social protection to fragmented jobs - some of the new forms help people with care responsibilities and ill health to enter or re-enter the labour market 16 PROPOSAL: WEBSITE & SOCIAL MEDIA COLLABORATIVE EMPLOYMENT New cooperation pattern amog freelancers, the self-employed and small and mediem entrepreneurs- types: 1. umbrella organisations offer specific administrative services (invoicing, dealing with tax)- umbrella under which they can do their business; 2. coworking- sharing work space and back office and support tasks- “company hotel” 3. cooperatives- intensive cooperation among the members in the fields of production, marketing and stratetic management without any share location. Cooperatives plays essential role in the European economy by combining of profitability with solidarity and creating high-quality jobs, strengthening social, economic and regional cohesion and generating social capital. CROWD EMPLOYMENT



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