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Dr. Frank Bauer (Institute for Employment
Research) JobTrainer results from an
implementation study of a labour market project
in Objective 2 Regions of Western Germany
CGG Workshop Reforming Unemployment Policies in
Europe 15/16 May 2009
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Regional Disparities in Unemployment

• Decline in unemployment in Germany since 2005
• Umemployment rate January 2005 12.1
• Current Rate of Unemployment 7.2
• High amount of regional disparities regarding
  unemployment
• Eichstätt (Federal State of Bavaria) 2.4
• Uckermark (Federal State of Mecklenburg
  Pomerania) 25.0
• North Rhine-Westphalia Decline of traditional
  industries and related sectors since the 1970s
• Ruhr area especially problematic Share of long
  term-unemployed up to 80
• Slow progress of structural change
• Parts of North Rhine-Westphalia classified
  Objective 2 area by EU

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JobTrainer

• Labour market programme for North
  Rhine-Westphalia's Objective 2 regions
• Implemented from spring 2006 to summer 2008
• Funded by The Federal States Department of
  Labour
• Based on recently introduced labour market
  instrument
• AGH Entgeltvariante 16 SGB II
• Emphasis on Enabling instead of Workfare
• Implemented by newly founded regional employment
  centres for longterm unemployed (ARGEn,
  Optionskommunen)
• Programmes conducted by regional educational
  institutions
• 13 regions in North Rhine-Westphalia
• 38 different projects
• Over 1500 participants

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Structure of JobTrainer

• Highly selective allocation of participants
• Participants become employees covered by social
  security for duration of project (9 to 11 months)
• Core element of on-the-job-training in regional
  enterprises and minor qualificational elements
• Pedagogical support for participants by
  JobCoaches
• Strong emphasis on integration into first labour
  market

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The JobCoaches

• in the standardised JobCoach-survey there was
  almost no variance concerning the item
  activation
• each JobCoach sees himself as activating the
  clientele
• everybody emphasizes the relevance of trustful
  interaction
• everybody wants to help the participants to
  unfurl
• but in non-standardised interviews the
  self-concepts and the perspectives on the
  participants were very different
• It was necessary to come to a typology that
  considered the differences of attitude and of
  professional habitus

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The JobCoaches

• Typology of JobCoaches different approaches to
  working with their participants
• Based on sequential analysis of interviews with
  all 37 JobCoaches
• Three basic types
• The socio pedagogical approach
• The common sense pedagogics of veteran
  JobCoaches
• The inability to acknowledge the participants
  individuality

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JobCoach Type 3 (n10)

• This type of JobCoach does not acknowledge the
  participants individuality
• All across the board generalisation They are all
  alike, they cannot take care of themselves
• Unemployed are to blame for their unemployment
• Individuality is just façade, Job Coach has to
  uncover this
• Mostly without pedagogical education, career
  changers
• This type of JobCoach only distinguishes between
  participants who make a lot of effort and those
  who integrate themselves into the labour market

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JobCoach Type 1 (n16)

• This type of JobCoach acknowledges the
  participants individuality
• Orientation towards the single case
• Establish an atmosphere of personal trust as
  basis for cooperation
• Professional self-concept as pedagogues
• Utilising specialised profiling, interaction and
  learning methods
• Insist on teaching job searching competencies,
  act as pedagogues
• Learning is prior to immediate entry into
  enterprise

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JobCoach Type 2 (n11)

• This type of JobCoach acknowledges the
  participants individuality
• Orientation towards the single case
• Establish an atmosphere of personal trust as
  basis for cooperation
• Professional self-concept as superior employment
  officer
• High degree of authentic empathy
• Very sceptical with respect to their pedagogical
  skills
• Search Jobs for participants, substitutional
  jobsearchers
• Learning on the job is prior to learning in the
  project

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Conclusion

• Impact of JobCoach Types highly relevant for
  individual outcome
• Pedagogical attendance can be implemented in very
  contrastive ways, there is a big scope of action
  for social intervention, which has to be closely
  watched, de-professionalisation has to be avoided
• Obviously, there is a demand for social support
  on the side of long term unemployed