VIPP Vocational Improvement Pipeline Project www'vipp'org'uk

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VIPPVocational Improvement Pipeline
Projectwww.vipp.org.uk
Workability International 2007-09-13
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• Partners
• Remploy, Great Britain
• USEL, North Ireland
• Ehlabe, Spain
• Cedris, the Netherlands
• Samhall, Sweden
• Marie Curie Association,Bulgaria

• Work packages
• Vocational pipelines definition new model
• Pilot projects
• Equal Opportunities
• Project management, Partnership
• Monitoring
• Evaluation
• Valorisation

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Objectives

• Faster routs to employment on the regular labour
  market for persons with disabilities /
  disadvantaged groups.
• Equal opportunities for persons with disabilities
  compared to not disabled persons.

• Target groups
• Persons with disabilities / disadvantaged
  groups.Unemployed in labour market programmes
• Employers in pilot branches

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The work process

• Define and describe the present
  vocationaldevelopment process for the target
  group
• Identify thresholds
• Develop, test, document pipeline methods,the
  partnership, cooperation with stakeholders
• Best practice
• Study visits for practitioners
• Equal opportunities
• Information, valorisation, evaluation

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Definition of Vocational Pipelines

• Vocational Pipelines are structured routes for
  individual progression to sustainable jobs for
  people with disabilities
• The pipeline covers the individual development
  and recognition of vocational skills, job getting
  skills and interview practice, communication
  skills, team working skills as well as confidence
  building
• The pipeline covers services for the employers
  within the pilot sectors such as inclusive
  recruitment practice, on the job training and
  introduction in the new work-environment.
• Initial sustainability is measured at 6 months,
  with longer-term tracking in place

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Equal Opportunities
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Equal Opportunities (EO) for
People withdisabilities
To achieve their own goals and fulfil their
aspirations in the vocational field
Employers
To offer work and career possibilities with a
holistic view on competencies and with no
discrimination
To develop pipelines together with beneficiaries
and stakeholders to limit thresholds for disabled
people on the labour market
TheVIPP-project
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EO Persons with disabilities
Definitionto achieve their own goals and fulfil
their aspirations in the vocational field

• Outcome / Success measures
• Sustainable employment
• Empowerment individual choice and
  responsibility
• Independency economy (wages), health,
  vocational skills, (family and society)

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EO Persons with disabilities continued

• Thresholds
• Low employment level compared to not-disabled
• Unemployment. Low self-confidence
• Depending on support and subsidies. Locked in
  different labour market or social programmes

• The VIPP-method
• The quadrant model
• Personal development plan with guide for
  development speech
• The work ladder
• Validation of prior learning

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The quadrant model
High participant motivation
POOR EMPLOYMENT MATCH
GOOD MATCH
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1
Vocational training
Specific training only
High employment opportunities
Low employment opportunities
POOR MATCH
REASONABLEMATCH
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2
General training and personal confidence building
Opportunities available Specific training
Low participant motivation
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EO Employers
DefinitionTo offer work and career
possibilities with a holistic view on
competencies and with no discrimination

• Outcome / Success measures
• Equal opportunity employment strategy
• Workplace conditions adaptation, culture
• Pipeline implementation

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EO Employers continued

• Thresholds
• Employers hesitate to employ persons with
  disabilities.Lack of knowledge
• No work-preparation period. No support to the
  employer
• No diversity policy

• The VIPP-method
• Diversity training for managers
• Work demand analysis making it easier to match
  and adapt the work(place)
• Validation of prior learning

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The Pilots
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SwedenRestaurant host/hostessMAX
Hamburger-restaurants

• Satisfy the recruitment need of restaurant
  hosts/hostesses in MAX Hamburger-restaurants
• Increase the managers ability to work with
  diversity issues with a special focus on
  disability
• Develop Samhalls work with transitions to the
  regular labour market

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Sweden Luleå and Boden Restaurant
host/hostessMAX Hamburger-restaurants

• Method
• Work demand analysis basis for recruitment of
  piloters and for support measures
• On-the-job-training in 4 (4) weeks, supported by
  a coach
• Follow up of on-the-job-trainingFocus on support
• Transition to MAX

• Leadership for diversity
• More knowledge about what diversity really is
• Increased awareness of how values and attitudes
  influence leadership and how you face other
  persons
• To really live up to MAX values and policy

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Work demand analysis
Restaurant host/hostess
Seeing colours
Sight
Hand strength
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Hearing
Push/pull
Memory
Lift/carry
2
Read
Precision
Motoricability
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Wright
Numeracy
Walk
0
Stand
Estimations
Sit
Independentworking
Flexibility
Service minded
Concentration
Teamwork
Endurance
Hygiene
Stress tolerance
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Valorisation- final dissemination
eventAccessible mainstream vocational training
and employment for people with disabilities
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Accessible mainstream vocational training and
employment for people with disabilities
When 18 September, 2007 9AM 2PM Where Brussels
, Belgium How to register http//www.phoenixkm.eu
/registration.php No subscription/attendance
fee Free lunch will be offered to all attendees
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Keynote speakers

• VIPP project presentation- Gaynor
  Edwards/Caroline Richardson, Remploy UK
• Case studies from VIPP- Levin-Polde Mari-Ann
  Pär Larshans (personnel manager at MAX Hamburger
  Restaurants), Lars Andersson (piloter) SE
• Validation of mentoring project and Codes of
  practices- Mariya Goranova, Marie Curie
  Association, BG and David French, French and
  Burt, UK
• Workability Europe- Martin Ohridski, Workability
  Europe, BE
• Quality assurance in training and education-
  David French, French and Burt, UK