European Lifelong Guidance Policy Network Database, ELGPN Database

Name of the good/interesting practice/initiative/policy

Developing CMS in companies undergoing restructuring in Portugal

Country

Portugal

I am proposing that this example will be published also in the KSLLL database

1. Background

What makes this an example of good/interesting practice/initiative/policy?

- The motivation of the initiative (What is the history/background of the policy?)

- Linkages with LLG policy priorities (Please add references to other national/EU policies or documents)

- Participants

The Portuguese Public Employment Service has developed a programme addressed to companies undergoing restructuring.

Aims and targets

- Objectives of the initiative (What did the policy set out to achieve?)

- Target group

- Methods applied to reach the objective (technological and /or pedagogical)

This programme has two main goals, in one hand to decrease the impact of these changes in the workers and in other hand to have workers with the skills to face new challenges and in adjusting the availability of their workforce.

2. Implementation

Strategy and actions (Please describe the approach adopted to make the reform work and any actions taken.)

- Level of implementation (national, regional etc.)

- Implementation (description)

The first step is to realize the skills profile of employees that the company needs, after this the work with the employees begin with an interview to evaluate expectations of workers and to explain all the process. Mainly the intervention is developed inside the company.

This initiative is in the hands of guidance practitioners, who operate as part of a wider technical team (counselors, social workers and jobs technicians) that works closely with diverse entities. The goal is to support worker retraining while enhancing employability, largely by fostering the CMS that enable them to face not only this transition, but also the future management of their careers in an autonomous way.
Workers typically accumulate knowledge that can be transferred to other work contexts.

The first intervention is a ‘balance of competences’ to support identify, assess and enhance the skills acquired throughout life in various contexts, as well as to detect skills gaps. After the ‘balance of competences’ is completed, an individual plan is drawn up. This may include the development of CMS (relational skills, as well as problem-solving, information management, learning skills, and teamwork), training (tailor made, according company needs and workers skills after a validation of all knowledge and skills , or other aspects that include attitudes towards change, self-esteem and entrepreneurship. Job seeking strategies are also often part of the plan when it is not possible the worker to remain on the same company or to be placed on one of the employee offers available on the employment center.
Depending on the included actions on the individual plan, small groups, of 10-12 elements that participated on the developing CMS interventions, are constituted. They can participate on a complete program, with an average duration of 60 hours or in specific modules according to the specific needs of each candidate.


This supports efforts to re-integrate workers in employment, in the same company, in another or as a self employee, linked to the needs of the company and the labour market is more and more helpful in times of high rates of unemployment .

Monitoring and evaluation

- What has been put in place for monitoring and evaluation?

- What actors are involved?

3. Outcomes

Achievements (Please describe the main outcomes/results according to the following headings. Each option can be answered - up to 50 words)

- Specific results

- Cost effectiveness

- Budget

- Innovative aspects

Success factors (What key success factors have led to or prevented success?)

- Lessons learnt

- Unintended impacts (Have there been any unintended impacts? Positive or negative?)

Strengths and weaknesses

- What areas of the policy can we learn lessons from?

- Are there still challenges ahead?

4. Additional narrative description of the policy/practice/initiative

Additional information

Name of contact

Role (in policy initiative)

Organization name

Address

Phone

Fax

E-mail

Website address

No links specified.

Documents and publications

Attached files

Links

No links specified.

This information was provided/updated by:

Marjo Halmiala

No comments by users.

good practice, initiative, interesting practice, policy, employability, transition, comptences, career management skills, learning skills, problem-solving, information management, teamwork, self-esteem, employment, unemployed, employed, career information, Portugal

Subject of the Policy document

Quality Standards For The Vocational Guidance and Selection Services At The Croatian Employment Service

Reference data

Adopted/Released by Croatian Employment Service

Year of adoption 2005

Reference number

Available at http:// http://www.hzz.hr/docslike/Standardi_kvalitete_usluga_profesionalnog_usmjeravanja_i_slekecije_u_HZZ-u.pdf

Available in English at http://

1. Additional narrative description of the reference to Lifelong Guidance

The material describes how career guidance services are provided in regional offices as well as those possible activities now provided in only some of the offices. Improving the career guidance system presumes introduction of new types of services for specific groups of users and ensures co-ordinated action between different departments of the CES. Precondition for introduction of new services is a continuous investment into upgrading of counsellors’ competences.

The overall goal in the quality management system is:
• CES services quality standardisation
• That the activities of the Employment Service are more visible and transparent to the users and public
• That the services provided are within the resources allocated and the legislation framed, that they match best the needs of the users
• Permanent training for the CES employees in order to gain needed competences
• That the changes i.e. adjustments are made in accordance with users’ needs and potential
• To ensure a nation wide concept in delivering services, with possibilities for regional variations

Attached files

This information was provided/updated by:

Croatian Employment Service (CES), Employment Preparation Department

No comments by users.

policy, access, administration, adult education, advisory services, apprenticeship, availability, career counselling, career guidance, career information, career management skills, career planning, co-operation and co-ordination, competence assessment, counsellor training, Croatia, guidance services, development plan, disadvantaged groups, education planning, education provision, effectiveness, employees, employer, employment services, evaluation criteria, evaluation data, evaluation guidelines, evaluation outcome, evidence-based, group counselling, guidance provision, human resource management, implementation, in-company training, individual counselling, information services, labour market, standard development, people at risk, people with disabilities, personality assessment, PES, quality assurance, quality evaluation, student counseling, young people, Staff working document, Regional level, quality assurance and evidence-base, schools, VET, higher education, employment, social inclusion

Subject of the Policy document

Act On Professional Rehabilitation And Employment Of Persons With Disabilities

Reference data

Adopted/Released by The Croatian Parliament

Year of adoption 2002/2005

Reference number Official Gazette 143/02, 33/05

Available at http:// narodne-novine.nn.hr/clanci/sluzbeni/288162.html

Available in English at http://

1. Additional narrative description of the reference to Lifelong Guidance

Article 6
(1) A person with disabilities has a right to professional training and rehabilitation (hereinafter: professional rehabilitation) under general conditions and, if necessary, due to the severity and type of disability in question or success of the rehabilitation process in special schools and institutions for professional rehabilitation, under specially adapted or special programmes.
(2) Professional rehabilitation covers the following measures and activities:
– definition of other working and general abilities,
– professional information, counselling and assessment of professional abilities,
– labour market analysis, employment possibilities and inclusion in the world of labour,
– assessment of possibilities of performance, development and implementation of professional development programmes,
– professional training, additional qualification and programmes for maintenance and development of work and society-related skills and abilities in the employment,
– information and counselling on supplementary technologies in learning and working,
– individual and group programmes for improvement of work and society-related inclusion in the community,
– proposals on use of different technologies and techniques in the learning and working processes with the assessment of possible use,
– pre-professional learning, planning and implementing the chosen technology,
– development of motivation and training of persons with disabilities in use of the chosen technology,
– technical assistance, support, monitoring and assessment of results,
– information and support regarding financial resources.
(3) Duration of professional rehabilitation depends on the other working abilities and complexity of its organization and implementation.
(4) Professional rehabilitation of persons with disabilities is organized and implemented by an organization for professional rehabilitation, secondary school or another legal entity which fulfils conditions prescribed by this Act and other acts.
(5) Practical dimension of training during professional rehabilitation is carried out at employers' premises, or, exceptionally, within an institution for professional rehabilitation or a specialised educational institution.

Attached files

This information was provided/updated by:

Croatian Employment Service (CES), Employment Preparation Department

No comments by users.

policy, rehabilitation, labour market analysis, society-related, skills, technical assistance, monitoring, access, act, active placement, adult education, assessment, career counselling, career information, social exclusion, social inclusion, special needs education, disability, disabled, disadvantaged groups, people at risk, Croatia, legislation, career management skills, co-operation and co-ordination, quality assurance and evidence-base, employment