Good Practices Research

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Good Practices Research
2007 March, 22, 23, 24 TALENTAGED Project, 2
Transnational Meeting LEIPZIG (Germany)
Alberto Ferri (CORA)
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Good Practices Research
The Research points of view
The research of good practices (projects,
initiatives, programmes, pilot projects) in the
field of age management followed two main
directions
Territorial
Outside the EU Canada USA Australia
Partners Territories
EU (EU 25)
Methodological
The projects considered as good practices have
been divided following their objectives and only
the ones dealing with the creation of
methodological models have been taken into
account
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Good Practices Research
Non EU Nations
While the European best practices on age
management can easily be found on brochures,
informative paper, newspaper articles or
projects lists directly produced by the European
Union or by the project partnership, the
information concerning the non-EU good practices
has only been collected through web-searching
activity.
Anyway, the research showed some basic
similarities and some basic differences among the
single non EU nation
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Good Practices Research
Similarities

• All the nations have clearly in mind the
  importance of the age management in their labour
  market
• All the nations are fully involved in age
  management activities through national funding
  programmes and a wide range of associations or
  bodies
• All

indietro
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Good Practices Research
Differences

• While Canada and Australia prefer to act with
  project proposal, USA is more likely to use job
  placement services

indietro
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Good Practices Research
AUSTRALIA
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New National Training System . On Friday 22nd
October 2004, the Prime Minister announced that,
from 1 July 2005, the responsibilities and
functions of the ANTA (Australian National
Training Authority) would be transferred to the
Department of Education, Science and Training
(DEST). All ANTA functions have now been
transferred to DEST.
MATURE WORKERS PROGRAMMES
PFE Profit From Experience (2004) Is the key
strategy funded by the Western Australian
Department of Education and Training aimed at
improving employment opportunities for mature
aged people and is delivered by the Employment
Directions Network (EDN) . Each client with an
agreed action plan may access up to a maximum of
500 within a 12 month period
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Good Practices Research
AUSTRALIA
2/4
Back to Work (2000) Back to Work was an
employment training programme, implemented by the
Queensland Government, for mature men and women
seeking to enter or re-enter the
workforce. Services included 60 hours of
training and support in job seeking and basic
computer skills. Computer skills training
included how to operate a PC, internet and email
and how to operate a word processing application.
Mature Workers Programme, MWP (2004) introduced
by the New South Wales state government in 1989
and concluded on 30 September, 2004. MWP was
designed for unemployed people aged 40 years and
over With a programme budget of 3.1 million,
over 10,000 people aged 40 and over were given
one-on-one support. Up to 4,300 people gained
employment or went into further long-term
training through the assistance of the 62
projects located throughout NSW
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Good Practices Research
AUSTRALIA
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AGE MANAGEMENT PROGRAMMES good practices
MAGIC Programme
In July 2004, the Community Services and Health
Industry Skills Council was awarded an Industry
Training Strategies Project (ITSP) Pathfinders
grant from the Department of Education, Science
and Training (DEST) on Support for Over 45s
Workers/Learners to Access Training in the
Community Services and Health Industries also
known simply as the MAGIC Program (originally
meaning Mature Aged Workers Giving in Care).
The nature of the MAGIC Program is to place
mature-aged workers in the Community Services
Industry, specifically in the areas of Aged Care
Work, Childrens Services and Youth Work. In
addition, the project is also exploring how these
workplaces can recruit non-traditional workers
such as males into childcare.
One of its main objectives is D Successfully
place mature-age workers in sustainable
employment while providing satisfaction for both
the employer and employee through the process
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Good Practices Research
AUSTRALIA
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AGE MANAGEMENT PROGRAMMES good practices
OVER 45 Programme
In March 2003, the Community Services and Health
Industry Skills Council - (formerly Community
Services Health Training Australia, the
national ITAB) received an Industry Training
Support Project (ITSP) grant from the Department
of Education, Science and Training (DEST) to
conduct research into the take up of training by
three groups of disadvantaged potential
workers/learners in the community services and
health industries o People with
disabilities o Over 45s age group o
People from a Culturally and Linguistically
Diverse (CALD) background
A total of 54 one-on-one executive interviews
were conducted among workers and employers. A
total of 107 participants attended the group
discussions across 8 capital cities Darwin,
Perth, Adelaide, Melbourne, Hobart, Canberra,
Sydney and Brisbane
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Good Practices Research
UNITED STATES
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Programs to assist older workers exist in the US
at both state and national levels. Some of these
programs are funded by private foundations, but
in general Older workers have not received much
attention in public policy in the US.
This program is aimed at severely disadvantaged
older workers (55 plus). State governments are
required to provide arrangements that integrate
services provided under the Act with those
provided by SCSEP.
Workforce Investment Act (1998)
Senior Community Service Employment Program
(SCSEP, 1965)
consolidated a number of pre-existing employment
and training programs funded by the Federal
government. The Act is aimed at young people and
dislocated workers, rather than making specific
provision for the older unemployed
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Old Unemployed Workers are a field managed on a
state-government basis
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Good Practices Research
UNITED STATES
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Here we have an example of private organization
using the Federal or Single State funding
mentioned above
SER
SER-Jobs for Progress National, Inc. is a
private, no-profit, corporation established in
1965 as a project to address employment and
economic concerns and inequities among Hispanics
in America. For 40 years, SER had played a key
role in the nation's workforce investment system,
and is today recognized by the US Department of
Labor
The SER Network consists of 42 Partners operating
in more than 200 offices in 19 states, Puerto
Rico and the District of Columbia. The SER
Network serves more than 1,000,000 individuals
annually.
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Good Practices Research
UNITED STATES
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AARP
AARP plays a uniquely prominent role as an
information resource for seniors. Financial
planning is just one important area in which AARP
serves as an educator to its 33 million members
over the age of 50. AARP is committed to
providing quality information to insure that
older workers make the best possible decisions
regarding their financial futures (counseling)
COLLEGES
Offer work-oriented educational programming for
older adults. By attending classes at a local
university, adult workers can complete their
degree, get a different degree, or simply obtain
the training they need to keep their skills up to
date (formation)
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Good Practices Research
UNITED STATES
4/4
REHIRING RETIREES
Some companies have re-employed their own
retirees, either informally or through
established programs. GTE and GE Information
Systems offer two approaches to rehiring
retirees. GTE The GTE Corp. recently began
using company retirees for joint venture
assignments that required extended (up to six
months) stays overseas. They think that retirees
had the energy, enthusiasm, time, and expertise
needed to get the job done right. The idea was
appealing to retirees who wanted to travel, while
contributing to the company at the same time.
Workers earned hourly rates based on the nature
of their work, plus a project-completion bonus.
The approach was such a success that GTE plans to
use it more frequently in the future. GE
Information Services In 1989, GE Information
Services (GEIS), introduced Golden Opportunity, a
program designed to utilize the skills of GE
retirees. Golden Opportunity allows retirees to
work up to 1,000 hours per year on a contractual
basis, while still receiving full pensions and
benefits. Retirees who return to work are paid an
hourly wage based on their previous salary.
Managers see this program as a wonderful
opportunity to tap into a pool of highly
developed skills, while retirees are glad to use
their abilities to supplement their pensions.
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Good Practices Research
CANADA
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OLDER WORKERS PILOT PROJECTS INITIATIVE (OWPPI)
The objective of the Older Workers Pilot Projects
Initiative is to test employability approaches
for older workers by funding projects designed to
re-integrate displaced older workers into
sustainable employment, or maintain in employment
older workers threatened with displacement. 
target
methodology

• Emploment Assistance
• Work Esperience
• Training
• Marketing
• Retention

The initial target group for the OWPPI was
workers aged 55 to 64. Some projects expanded
eligibility to include 50 54 year olds.
Projects normally included an initial assessment
of each participant, generally including
abilities, skills, experience, educational level,
objectives, physical capabilities and motivation.
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Good Practices Research
CANADA
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One of the overall objectives of the OWPPI is to
make employers aware of the value of older
workers.

• Project activities included
• research to identify issues/barriers that older
  workers face in securing employment
• research into the management practices favoured
  by employers
• development of communications plans addressing
  the awareness, knowledge, and buy-in among
  identified target groups
• assisting employers with the development of
  effective human resource management practices
  with respect to accommodating older workers.

Industries with potential to provide new
employment were also sometimes targeted by
project sponsors, on the basis of local labour
market information
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Good Practices Research
PARTNERS TERRITORY
This section of the research activity will be
created with the direct contribution of partners
experiences. This presentation will show only a
small part of the good practices identified the
others will be collected into the report.
Italy Spain France Germany
We tried to divide the good practices on a
nationality basis (we considered the nationality
of the lead partner)
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Good Practices Research
ITALY
Most of the Italian Good Practices had been
developed using the Article 6 (ESF) and the old
EQUAL Programmes. On the first funding tool we
can find 3 Projects while over the second the
projects are 5.
Donne Over 45, AWARDS, AWARE
CHANCE, FILO 40, Age Management, ATTRAZIONI,
Ricomincio da 45
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Good Practices Research
FRANCE
It provides a clear vision of mutual perception
between age groups
A cross/inter generation survey of the staff of a
regional French Bank
Marie Cristine Mullen
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Good Practices Research
GERMANY
With EU Funding
With National Funding
Pact of Employment www.jahresringe-halle.de
2005-2007. Objective steady reintegration of
people who gets unemployment benefits JobFORMAT
50 plus www.jobimplus.de 2005-2007. Objective
integration of aged job seeking people over 50 by
the help of experts Kompakt 50
plus www.isw-gmbh.de 2005-2007. Objectives
creation of different possibilities of employment
or self-employment at special centers of
competences
Personnel Active (EFS) www.personalaktiv.de
2005-2007. Objective present new ways to manage
the demographic change through the creation of
steady structures TANDEM www.tiaw-tandem.de
Active since 1998. Objective Reintegration on
the labour market of seniors as added value for
enterprises. Competences 50 Plus Opus 50 plus
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Good Practices Research
EU-25
Very interesting good practices in the field of
Age Management Projects can be found in all
Europe, but most of all in United Kingdom and
Scandinavian Regions.
Here we will mention 3 projects (1UK, 1PT and
1SWE) that can be considered a good practice
Job Opportunities for Over 50 (SWE)
The Grey Panter Project (UK)
Microsoft and NGO (PT)
Creation of a Center able to organize training
courses and stages (individual job-plans and
career development)
Re-qualification of older workers with ITC skills
Progression Life Changing Outline Finding
Pathways Employability Skills
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Good Practices Research
Methodological points of view
All the projects collected and analyzed during
this research activity, even if focused in
general on the age management, are very
different one from each other because of their
objectives
Skills Valorization
Strategies for Firms and Enterprises
Re-employment Services
Networks Creation
For enterprises and for workers
Guidance and Training
Flexibility Models
Market and Job Profiles Analysis
Good Practice Guidelines
Creation of Methodological Models
Individual / Group Training
Exchange of Experiences
For managers For workers
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Good Practices Research
Creation of Methodological Models
With particular attention to a gender perspective

• The good practice research has been possible
  thanks to
• - Project Websites
• EU Publications (EQUAL success stories,
  Innovation through the ESF)
• Phone and E-mail communication between approved
  projects partners

Lets go to the Projects List
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Good Practices Research
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Good Practices Projects List
Article 6 Innovative Action (ESF)
WAGE (Winning Age Getting Future)
Competence 50 Plus
2004-2006 - Austria
2004-2006 - Germany

• The project promotes employability and skills
  development among older workers in Upper Austria
• Innovative work models for employers
• Practice models accompanied by various training
  and awareness-raising activities
• Gender Oriented Approach
• Solution reached through consensus (with social
  partners)

• The project investigates ways of keeping older
  people in employment and promoting their
  integration
• Creation of age-appropriate work
• Training requirements for older people
• Creation of new toolkit of mothods and teaching
  techniques

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Good Practices Research
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Good Practices Projects List
Article 6 Innovative Action (ESF)
SAW (Senior And Workplan)
KNOW MOVE
2004-2006 - Denmark
2004-2006 - Germany

• The project aims at harnessing the potential of
  older workers and at raising the employers
  awareness of the value of older workers
• Attention to low skilled older women
• Particular focus on SME because they have fewer
  possibilities to restructuring
• Promotion of Good Will Ambassadors to convey the
  good practices to business and local authorities

• The project is specifically targeted to older
  workers in the automotive sector to train younger
• Introduction and testing of models to capture
  older workers experiences
• Creation of age-mixed working teams
• Introduction of mentoring activities
• Enhancement of IT skills

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Good Practices Research
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Good Practices Projects List
Article 6 Innovative Action (ESF)
GREY PANTER PROJECT
FAIR PLAY PROJECT
2004-2006 - UK
2004-2006 - UK
Modules Progression self assessment and
interaction between other group members and
tutor Life Changing exam of life-pathways,
strength, weaknesses future career Outline
permit students to have a feedback with both
internal (experts, tutors) and external (social
partner, employers) Finding Pathways to promote
self reflection using SWOT analysis, decision
making Employability Skills to permit students
to manage the change

• The project aims to assist with the
  implementation of age management strategies in
  the workplace which maintain and invest in the
  continued employability and productivity of older
  workers
• Diversity awareness and support for employers
• The development of age management strategies for
  employers
• Research into employer attitudes towards age
  diversity

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Good Practices Research
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Good Practices Projects List
EQUAL
Part _at_ge
Age et Travail dans le BTP
2004-2006 - France
2003-2005 - France

• The project aims to promote active ageing and
  policies to foster the employability of the Over
  50
• Promote life long learning opportunities for
  senior workers in agricolture
• Activation of better communication strategies
• Pay attention on the motivation of older workers

• The project aims to encourage the over 50 workers
  to stay in work until the normal retirement age
• Strengthening skills and abilities of older
  workers taking into account their experiences
• The development of a experimental approach able
  to better manage the skills and to better
  transfer expertise
• Development of a collective team working on a
  method and techniques

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Good Practices Research
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Good Practices Projects List
National Funding
VARCO
PROGETTO QUADRO
2004-2006 - Italy
2003-2005 - Italy

• The project aims to promote employability and
  learning opportunities for older people
• Particular attention to the gender approach and
  the gender mainstreaming
• Raising sensibility of all the stakeholders on
  the older workers needs and creation of a
  reference group
• Creation of a tool able to asses the competences
  (informal and formal)

• The project intends to offer employment
  opportunities for older workers (40-52) coming
  from medium and big firms
• First accompaniment, guidance and counseling,
  competences analysis, needs analysis
• Job opportunity research to meet the older
  workers demand

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Good Practices Research
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Good Practices Projects List
EQUAL
TICK TOCK
AGE MANAGEMENT
2004-2006 - UK
2003-2005 - Italy

• The project aims to promote employability and
  learning opportunities for older people suffering
  discrimination in the workplace
• Development of working practices with employers
  and toolkits
• Develop a website for information advice and
  guidance for over 50

• The project intends to elaborate a systemic
  approach to the active ageing
• To understand the needs of older workers in Italy
  (45-64)
• Involvement of all the stakeholder during the
  analysis phase
• Experimentation of new methodologies to integrate
  and valorize the older workers experience

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Good Practices Research
Bibliography

• EU Documents
• European Foundation for the Improvement of
  Living and Working Condition, A guide to good
  practice in age management, 2006 (Report of case
  studies from a range of organization across the
  EU that have instituted good practice in
  recruiting, supporting and retaining older
  workers)
• European Foundation for tha Improvement of
  Living and Working Condition, Age and employment
  in the new Member States, 2006 (Analysis of the
  situation of older employees in the new Member
  States and description of case examples about
  successful age management initiatives)
• European Foundation for the Improvement of
  Living and Working Condition, Ageing and work in
  Europe, (identification of successful elements
  regarding quality of work and employment)
• European Foundation for the Improvement of
  Living and Working Condition, Age and working
  conditions in the European Union, (highlighting
  the specific problems encountered by ageing
  workers in the workplace)

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Good Practices Research
Bibliography

• European Commission, Equal Success Stories.
  Development Partnership working against
  discrimination and inequality in Europe (brief
  description of experiences in age management
  regarding Equal Programme)
• European Commission, Innovation through the
  European Social Fund (Follow-up 2), 2006 (brief
  description of experiences in age management
  financed by ESF)
• Other documents from national experiences or
  projects
• Leombruni R. and Villosio C., Employability of
  older workers in Italy and Europe, 2005
• Fondazione Europea, Lottta alle barriere basare
  sulletà nel lavoro. Sintesi di una ricerca
• Russo A, Salomone R., Tiraboschi M.,
  Invecchiamento della popolazione, lavoratori
  anziani e politiche del lavoro riflessioni sul
  caso italiano, Collana ADAPT

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Good Practices Research
Bibliography

• Huub Kouwenhoven, Jan van Riel en Harrie
  Sormani, Two Dutch best practices in vocational
  guidance
• Kordey N., Korte W.B., Auswikungen des
  demographischen Wandels auf Unternehmen und
  mögliche Maßnahmen zur Sicherung der
  Beschäftigung älter Arbeitnehmer, Active_at_work
• DELSA Newsletter Issue 2, Older workers. Living
  longer, working longer, 2006
• The AWARDS Sources for Change, From inventory to
  analysis to innovation, February 2007 (examples
  to foster innovation and change in the
  elaboration of the AWARDS territorial Action
  Plans and corporate Pilot Initiatives)

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Good Practices Research
Bibliography

• Extra UE
• Emeritus Professor S. Encel, Honorary Research
  Associate, Social Policy Research Centre,
  University of NSW, AGE CAN WORK The Case for
  Older Australians Staying in the Workforce. A
  Report to the Australian Council of Trade Unions
  and the Business Council of Australia, April 2003
• Surveillance Alert, OHS and the Ageing
  Workforce, May 2005
• Partenaires Delta Partners, Impact and lessons
  learned from the older workers pilot projects
  initiative (owppi). An overview report of
  evaluations conducted by participating provinces
  and territories, December 21, 2005
• Julie Ann McMullin and Terri L. Tomchick, To be
  employed or not to be employed? An examination of
  employment incentives and disincentives for
  older workers in Canada WANE Working Paper 7,
  July, 2004, Workforce Aging in the New Economy
• CED, New opportunities for older workers a
  Statement by the Research and Policy Committee of
  the Committee for Economic Development, 1999