Action Programme for the re-employment of disadvantaged workers. PARI Programme

Transcription

1 Action Programme for the re-employment of disadvantaged workers PARI Programme

2 What is PARI: goals Testing Testing a labour labourpolicy model model based based on on active active welfare, welfare, with with reference reference to to the the goals goals defined defined by by the the EU EU Lisbon Lisbon Strategy Strategy and and within within the the Italian Italian reform reform of of the the Social Social Shock Shock Absorbers Absorbers system. system. Designing Designingand and testing testing a methodology methodology to to ensure ensure the the necessary necessary measures measures to to support support the the security security of of the the professional professional pathways pathways and and citizenship citizenship rights, rights, through through the the setting setting up up of of a services services network network for for the the citizen-worker, citizen-worker, that that supports supports the the worker worker in in his/her his/her activation, activation, through through the the creation creationof of conditions conditions for for introducing introducing the the conditionality conditionality principle: principle: the the right right to to receive receive an an income income protection protection and and the the duty duty to to search search for for actively actively a new new job. job.

3 PARI: intervention s s lines Developing and empowering the intervention plan to create a standard structure to manage a spread and sustainable system of security Integration of systems, actors and sources: 1. Development of the governance of labour policies Effective network of personalised services: 2. Empowering of the labour services Knowledge of workers receiving an income protection: 3. Social Shock Absorbers monitoring system Link between active and passive policies to favour the employment of disadvantaged workers : 4. Actions of re-employment towards workers included in the Social Shock Absorbers system and specific categories of workers, in particular, women and over 50 workers

4 The governance s s model Ministry of Labour Regions Creation of places where are actively involved all labour market actors, in the respect of the principles of subsidiarity and complementarity. Constitution of 18 Regional Tables where is constant the sharing of aims, intervention models, actions, empowering each contribution in the respect of specific competences. 120 subjects have been involved: regional and provincial institutions, trade unions, associations, INPS. 154 Operative Territorial Groups have been constituted to manage actions at an operative level. They involve practitioners from Italia Lavoro and Job Centres, provincial institutions, trade unions, private actors of the labour market. Provinces Social partners

5 Empowering of the labour employment services Elaboration of a plan that could allow to manage all the activities resulting from the Social Shock Absorbers reform. Supporting and strengthening of Public Employment Services; in particular: Empowering of the connection and the complementarity with the private actors, the training system, the social service. Job Centres in verifying their functionality, in terms of resources and tools, with reference to the Social Shock Absorbers reform Job centres, empowering their role of direction in the active labour measures at a local level. 308 re-employment workstations inside the Public Employment Centres. About 600 public employment service operators involved in the supply of services towards workers and employers. Transfer to the public employment service practitioners of methodology and instruments aimed at the re-employment of specific workers' groups. Empowering of the connection and cooperation between Job Centres and INPS (National Institute for the Social Insurance).

6 Permanent monitoring Income protection policies The monitoring system enables to collect data on the beneficiaries of social security measures and on the budget necessary to finance the whole system Active labour policies Ministry of Labour Improved planning and careful resources allocation on the base of needs' analysis Regions Provinces Use of maps regarding the areas in crisis and of data-bases on workers beneficiaries of income support measures, that enable to intervene promptly and to plan actions targeted to specific situations Improved effectiveness of re-employment actions, based on information about every single worker and on personalised reintegration pathways

7 PARI s actions of re-employment: employment: methodology Actions of re-employment in 18 regions, addressed to workers receiving unemployment benefits and to disadvantages workers not benefiting of any income protection, in particular women and over 50 workers Integration of active and passive measures of labour policies Interinstitutional cooperation Involvement of the main actors of the labour market: the Ministry of Labour, Regions, labour services and social partners. Opportunity for the worker to receive services specifically aimed at his/her re-insertion in the labour market and convenient system towards workers and firms.

8 The worker s s activation Public job centre SERVICE SERVICE AGREEMENT AGREEMENT Formal Formal pact pact where where mutual mutual rights rights and and duties duties as as well well as as responsibilities responsibilities in in the the personalised personalised pathway pathway are are defined defined Worker All the targeted workers can benefit of the projected personalised services of re-employment, supplied by the Job Centre. In addition, workers without any income protection receive a benefit by 450 monthly, for a maximum period of ten months. If he/she is hired before the end of the period the remained sum goes to the hiring company. Companies that hire the targeted workers can benefit of a hiring bonus by per worker. All the targeted workers can also benefit of a training individual and personalised voucher to spend in training activities strictly linked to the professional pathway of reintegration in the labour market. The value of the training dowry can vary from to

9 PARI s results (31/03/2008) contacted workers workers included in re-employment pathways workers received the individual training voucher workers initially came out of the Programme (absence, refusal, retirement, already reemployed) re-employed workers (70% with permanent contract) workers came out of the Programme thanks to the actions (retirement, insurance check, incentive to retire)) Reduction by % out of approximately reached workers