Final report.

 

Summary

 

The project is going to develop a methodology called Job Circuit (job rotation) based on a successful limited project developed and tested in Norway in 2004.
The target group of this project has been VET school drop-outs and young non-registered unemployed, 15 to 20 years old.
A group that is not well defined in official statistics and difficult to reintegrate if not brought back into work or training. The project has develop a methodology for cooperation between the labour market (SME’s), the education institutions and the social welfare structures creating possibilities for young people to find their way in life through guidance and cooperation.

The project had also an eye on long-term unemployed young people between the ages of 20 and 25 who have not succeeded in finding either a job or education.

A range of public entities in collaboration with commerce and industry has designed methods for guidance and vocational training in different firms over a period – job rotation. This has given a smooth introduction and participation in the labour market for the target group who have not been able to find their place in the job market, traditional education systems, or in positive social activities.

 

Cross boarder and international exchange of experiences and practices has been central in the project. Development of the end results based on this project will be a method that give a platform to handle this marginalized group. The results will be disseminated to public entities and the private sector.
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There is a trend across Europe that an alarming share of young people in the target group drop out of school due to learning problems or difficulties in establishing themselves in the labour market. Alienation from working life takes place due to age, attitude and lack of qualifications. This can lead to destructive activities among those young people as we have seen in Paris and other cities across Europe in 2005.

Based on our small scale project we have obtained success based on individual follow-up and a job rotation concept called JobCircuit.
In Norway as many as 20-30 % of the target group are in the danger of loosing the possibility to get documented competence through the upper secondary school system despite of having a statutory right to education.
An important aspect of the project was to develop regional capacity to identify the youth at risk.
Lack of comprehensive and flexible systems for vocational guidance and training combined with a legislative framework not designed to secure adequate coordination and follow-up between responsible public entities and key players in the labour market impose the risk of transforming these young individuals to be long term social service clients.

 

It is of great importance for the young people in question and society at large to enable this target group to identify their capabilities, skills and interests in order to provide them with new opportunities and lead them back to the society...

The JobCircuit gave the target group: teambuilding, information of  employment,  experience of changing jobs and employees,

During this two-year modular project we have as example:

  • Evaluate and adjust the tested models
  • Worked out a descriptions of the models, and started a “Partner-ship” project to find a solution spreading the results, and how to establish the system.

The outcome of these processes will be:

  • Networks of learning communities focusing on sharing their knowledge and experience on practical solutions addressing the issue
  • Arenas (local, regional and international) for reflection and continuous developing of best practises.
  • Concepts that can be used for inspiration and guidance by any municipality, local authority, unemployment office, voluntary initiative etc. in addressing this important personal and societal problem
  • Long term effects will be improved quality of life for the target group, a more capable support structure at national/regional/local level and reduced public spending on sustainable support to young individuals.

The Aim for project and the target group.

The target group for this project was drop-outs, and young non-registered unemployed, 15 to 20 years old.

A group which is not well defined, and difficult to pick up.

The project had also an eye on long-term unemployed young people between the ages of 20 and 25 who have not succeeded in finding either a job or education.

A triple play cooperation was established to sort out the target group, and give them an opportunity to be involved in the labour market during the JobCircuit period.

 

The aim during the JobCircuit period was to support the target group through short intervals of different job activities, so they could try different companies and job possibilities during the rotation.

All countries in Europe already have systems in place which offer guidance to pupils, students and the unemployed, but these are often developed under other requirements, and are not usually adapted to the challenges to young people ending the primary school and up to 20 years, and long term unemployed people from 20 to 25 years.

 

Few have been concerned how to reach young people with a good guidance so that they can be given an alternative from being unemployed or become school drop-outs.

 

There are currently some functioning practice in regards to Public Employment Authorities which "non-registered unemployed" adults can have access to, and make use of.

For the young people after ending primary school and up to 20 years who always have been students, do not have these possibilities, and will have "no place to go" if they drop out of school or become unemployed after ending the School.

 

We knew there where big differences in the European countries based on cultural and social factors, but this project proof that we are more like than exspekted.

The triple play solution based on the JobCircuit as a  cooperation between SME's, schools and officials was a great success..

 

Final and potential users:

The final potential users of this project results will be counsellors in public and private sectors, representatives from the private enterprises, political and administrative leaders.

We have worked out a small description of how these officials can obtain contact with the target group.

 

The needs.

In most European countries, there is a discrepancy between young people having problem with their education and their possibility of vocational education and training (VET).

Some countries have systems to give these young people a bid, other countries have not.

The needs for this target group will be taken care of during the triple play and put into a local JobCircuit project designed for the group

The target aim of the project is was to make a comprehensive regional system for vocational guidance and training based on a close co-operation between public administration,  the Follow-up Services, the Confederation of Business and Industry, the Labour Union, private businesses and public employment service.

 

The private businesses, the industry and enterprises were the most important co-operator in  project in all of the participating countries. It was in this area we found the innovative aspects in the project, and all participating countries had focus on using the enterprises as learning area.

The triple play was used to identify the target group and there needs for further JobCircuit activities.

 

The specific aims of the project was to improve the skills and the competencies of people, especially young people via work-linked vocational training and apprenticeship promoting employability and facilitating vocational integration and reintegration via a JobCircuit solution.

In a society where this important group of young people are in a high risk zone, and some of them very likely will get in trouble, we have developed and tested comprehensive regional systems for these groups of young people, in a  way that give the young people new possibilities independent of their Nationality, social and cultural background.

 

The guidance models for cross sector cooperation at management and organizational levels, and methods which companies and SME's can use in the development of their own career guidance to this group of young people, through a partnership model to contribute to increased knowledge about career and education guidance.

It will be in this area we find the innovative aspects in the project, and all participating countries had focus on using the enterprises as learning area.

It is important to achieve important common political goals within the EU/OECD area.

 

Focus

Related to the Call for proposals, our pilot project had focus on the following:

 

- define types of participant and obtain an overview of annual needs

- obtain knowledge on how to recruit potential participants

- co-operating participating enterprises in order to cover sufficient types of work, and to meet the demand finding enterprises.

- provide participants with the opportunity to experience different enterprises, tasks and environments JobCircuit...

- provide them with the opportunity to develop a contact network along with personal guidance.

- improve the competences of participants as they experience several changes of workplace by holding "theme-meetings" where the workplace is discussed and where personal development and social understanding are emphasised.

- map positive and negative consequences for participants and society starting from the participants initial situation

- highlight how cooperation between the municipal health sector, the state, the Follow-up Service, the private sectors, social partners, the Labour Union  and the Directorate of Labour can be improved .
This has been organized via the triple play idea and the JobCircuit.

The project was based on proper analyses of the main education and training needs in the particular sector, and how these relate to the objectives.

Also in view of new employment possibilities, fostering cooperation between vocational training institutions and particularly SME's.

Implementation of project results has been anticipated from the very start.

This implies a consideration of the nature of these results, on the partner which have been involved to achieve them and how the project has achieved permanent impact.

Key planners has been involved from the very start.

The cross-cutting element of qualification and competence development has been taken into account when developing projects at sector level.

This dimension must live side by side with a target sector focus, and have been clearly addressed by the projects pro-motors.

 

 

 

Target Group

 

 

 

 

 

 

 

SME’s                                                   VET

Triple
play

 

 

Social welfare

 

 

 

JobCircuit make clear the need of a triple play model in view of new employment possibilities in attention  to fostering cooperation between vocational training institutions, SME's and social welfare.

To find the target group it has been a near cooperation between the schools, the social welfare and the employment service.

The project has improved skills and competencies of people, especially young people, trough work linked vocational training and apprenticeship promoting employability and facilitating vocational integration and reintegration.

Most of the young people was not registered in any registry because of their young age.

To develop a practice to facilitate access to labour market for these people just ending their primary school and up to 20 years, we have involved the labour market, national and international together with the confederation of enterprises national and international.

These are the most important co-operators in every country, and have to join as partners in the different countries. Their problem has been cooperation across their own areas and borders.

Our project gave them a map or more exactly a model to cooperate in a network to pick-up the target group. Also young long term unemployed people (20 - 25 years), has been a part of the target group.

The next partner-ship project will work out a method on an international base how we can obtain this.

The psycho-social aspects will always be a part of the situation, and the JobCircuit has tried to take care of this part.

One of our goals was to find a safe way between the schools and the labour market, so we could take care of these young people all the way from picking-up information about possible drop-outs, and into a job rotation, JobCircuit period, to find a suitable job.

The young ones had the opportunity to try different jobs in this JobCircuit period to find what they was looking for, and they had backing from their own mentor, the enterprises and the Labour Union to obtain this.

 

The original part.
The original part of the project JobCircuit was breaking down the borders between the different actors which all have responsibility for the target group.
To introduce a playground for triple play players, to pick-up the target group, and then give them an opportunity to be involved in a JobCircuit, we organized a program which gave them support, job training and social training in different companies , learning them how to make their own CV, seek for jobs, job interview and changing job.

Through good projects and new practice at this level, the national political governments and administrative organizations will receive good qualitative and useful input which will lead to improved national policies within the professional area.

By carrying out this project, we mean that both national and international levels we can contribute with the following:

- Analyses of existing drop-out guidance policies and methods with focus on our target group.

- Present project results which clarify roles and responsibilities on national, regional and local levels.

- Present project results which will ensure that more young people (drop-outs) are given the opportunity and knowledge to make better choices.

- Inspire and further develop regions as regional development actors.

- There is a further contribution in this work to encourage the national level to a larger degree to implement strategic and inspirational leadership, for the benefit of the individual, economy and society.

Bulgaria had in this case a special interest because of their special problems with roman people, their many small SME’s and dissemination of the results.

 

 

 

National focus.

We know that the JobCircuit will give new processes and products in response to existing problems, and promote new forms of cooperation/networking between the national players.
The partner organizations have focused on their national culture and social background, but at the same time look to their partners to find a common European solution as far as possible.

Differencies.
The most important areas cooperation in the project deals with:

- analyse the regional differences, educational, cultural and living

- evaluate if the system can be adjusted for use in the countries represented by our partners

- clarify roles and the division of responsibility for the various involved partners with descriptions and an    explanation about how their cooperation should be concretized.


Best Practice.
For the target group drop-outs and unemployed young people systematize and put “Best Practice” into use by using methods based on, for example those that our Swedish partner  or our earlier test project used.
In addition, the partners will contribute with their input.

 

For the target group, we have developed a step methodology:
- a method to locate the young people (Pick-up)
- a method to learn about and approach the labour market

- a method for job training and job rotation (JobCircuit)

- a method to follow up the individuals (mentors)

- a method for career guidance

 

Related to the target group we have:
- tested our guidance working tools (JobCircuit)

- developed working procedures together with the Labour Union and the Confederation of Enterprise, schools and labour authorities (Triple play)
(You find more detailed information about each country appendix)

Outcomes and results.

Confirming the same problem in all partner countries.
During the project we found the similar problems in all partner countries. That gave us the possibility to handle the test phase in a similar way and gave us the obligation to handle the surveys and outcome in a common notification.
Similar result by all partners during test phase.
On the background from the partner countries it also gave us the possibility to handle the test phase in all countries in a similar way. This was a great obligation to make a survey based on the same criteria and the results could be compared in the survey.

The results are turned to a description how to achieve possibilities for young drop-outs

The results will be turned out as a small document which will give a short description how to make possibilities and how to set up a “Jobcircuit” project.

 

A survey are attached to this document show the result and the impact in the target group.
(Appendix no.: …………….)


An analysis attached to this document shows the background of the participants (drop-outs).
(Appendix no.: ……….)

Listed dissemination undertaken during the project:
Newspaper and local TV in Náchod CZ. Nov. 06.
Seminar in the Norwegian Government -07.
Presentation at Contact Seminar in Prague Des. 07.(More than 50 people from all over Europe)
Newspaper and local TV in Maribor  SI. Oct. 07.
Meetings with local authorities -08.
Local TV in Varna BG. June -08.
Meeting with Odd Einar Dørum representative at the Norwegian Parliament in September -08.

 

Project achievements


All work packages has met their targets and the results were better than described in the work programme and its targets.

During the innovative “test phase” we found a high number of participants found work and/or education related to a job.
Enclosed you will find evaluation documents, the number of participants and their results.

We think that the success we had depended on the focus we had on the participants and the tight follow up service from our local support team in each country. The success depends on the support team, and the methodology.

Value added.
The success in the project could be described very easily looking to the innovative part in the project.

To give young drop outs the possibility to choose what they like to try/do and what they have dreamed of.
The only ways to find out about the job they have dreamed of are the possibility to test it out by them and if it’s not the way they thought, they got a possibility to try some other job possibilities without any negative consequences. They have had enough downs in their young lives.

This innovative aspect has showed us that there are potential in these young people.
With the right backing and the right approach to the labour market they have the same possibility to succeed as others, but hopefully finding out that they rather should go on with their education.

Success criteria:

  • Find drop outs.
  • Analyse their background
  • Have an interview to find there possibilities
  • Find the right job possibilities according to their wishes
  • Give them freedom to try more jobs without giving any negative consequences
  • Very tight follow up service
  • Confidence and guidance
  • Positive companies – if possible with a company contact (mentor).

And for the staff:

All through the working period, be available for the youngsters. Call back when they need you!


Contribution of the transnational work:

The project has given the partners a great opportunity to discus the drop out problems in the partner countries.

The project also contributed to greater understanding between the countries legislations and gave also the possibility to come up with new ideas about the problems and new projects.

The transnational work contributed also to new cooperation in other fields between countries, organizations and municipalities.

The contribution of the transnational work was of much greater importance than we ever thought.

It was more or less similar problems in all the partner countries, and the background for the participants (young people) was almost similar.
That means we could use the result of the project in all the partner countries with just small adjustments according to the different countries legislations.

We believe that this project will be sustainable beyond the Leonardo frame, but if we shall succeed and have the possibility to incorporate the solutions we found in the national systems we have lot of work to do about dissemination.

We will therefore consider the possibilities for connect more partners to a possible dissemination project in the future, and cooperate with University colleges and labour market organisations.

(You will find more information in the Final Report)

Impact in the project's operational objectives

WP 1
Co-ordination
The Norwegian project team meets all the partners in their home countries.
Getting new contacts and established new friendships.
Establish a website for the project.
Set up an intranet system connecting all participants and a web site for the project.
Information to the reference group.
Made report to the steering/reference group about the status.
Operationalize the national offices.
Informed all the national offices about the project aims and goals.
The first Joint Meeting:
Anchor the project; distribute work and roles, routines for evaluation and reporting.
Establish networks.
All partner where informed about the other partners and how to cooperate in the project.
National Case Study.
All partners where asked for complete background for their national systems and legislations which was important for the test phase period.



WP 2
National Case Study

Collect an overview of national systems.

It was important for the project to collect all possibel information from earyer projects or experience from working with the group.

All partners was involved in this work to establish a bacground for the project and the testphase.
The impact of the collection will be found as a refrence to the background dokuments

Planning already existing systems in the work force from a theoretical starting point and based on research.

It was importent for the project to find excisting bacgrounds. The referencec will be found in the project document.

Complete a compendium with an overview of relevant literature.

All partners was asked to find relevant literature about the aim, and the referencec to the collection will be found in the document .

Make an overview over the target group for each partner

On the background of the different countries each partner/country had their own focus on the target group.
In the former “eastern” countries (CZ and BG) the focus was at the “Roma” people in the other countries the focus was on the pupils from Upper Secondary Schools which didn’t succeed very well in the normal school situation
.

Analysis

The overview of the target group was the background for the analyses which were made for picking out the “test” candidates in each country.

Finalize product.

For finalizing the documentation for the test phase all these background documentation was under considering according to the work packages and the cooperating companies and local legislation for each country.

Coordinating the test phase.

From the work package the project had to coordinate start, stop and what the test phase should contain.
This was very important because of the overall evaluation which should be made after the test phase period. Our aim was also to find similarities in the project for the different countries because this would make our dissemination easier if there were similarities.

Test Phase

This was running according to the schedule and description.



WP 3
Make Analyses

Analyse and prepare the results from the previous work package

info material for the common meeting end of this period

Present the results.

WP 4
Build platform

Make a survey of potential candidates for the test phase.

Make interview templates.

Get in touch with the candidates, make interviews.

Choose participants for the test phase, finding their personal needs and wishes.

Contact potential employers, businesses and other company partners.
Find mentors.

Make program for theoretical part of the test phase.

Make a “JobCircuit plan” for each participant.

Make an agreement with the national coordinator about methods and tools to be used in the project with focus on the target groups.

Presentation of the different national plans for their test phase.

WP 5
Test phase

Start-up test phase where every partner gathering the target group with focus on the theoretical items.

The first job experience in the circuit
“JobCircuit”
Change between several jobs in the period of time.
Gather the participants periodically.

The end of the testing period.
Individual help in finding further activities for each participant.
Test phase team leader gathering the target group with focus on the theoretical items.

WP 6
Feedback from the participants.

Make interview templates for participants, employees, mentors for their own subjective feedback.

Make interviews.

Make a national report of the results.

WP 7
Finalize product
Kick-off - establishing the model

Create a master report about the project in English.  Make text and graphics available to all partners for translation and creation of national.
WP 8
Dissemination

Create Project website

Create a master brochure about the project in English.  Make text and graphics available to all partners for translation and creation of national.

All partners to create mailing lists of appropriate organisations and individuals to distribute information about the project to.

All partners to produce a national dissemination plan showing how they intend to publicise the project in their own countries

Lead partner for dissemination to produce a master plan from these individual plans including how the project will be publicised outside of the partner counties

Insert articles about the project in appropriate professional journals in partner countries and other EU countries.

Present the project at appropriate national conferences

Present the project at appropriate international conferences e.g. IAEVG conference, Euroguidance conference

 

Conclusions from each test partner.

KUBRAT BG
By the end of 2008 the project team got all the results from the two years of the project and wrote the final report. People from the local Labor Office, schools, businessmen, members of the Municipality Administration were informed about the results. The information had been read in the Municipality’s web site. The mayor of Kubrat popularized the results with the help of the Association of the Municipalities in Bulgaria.

We have leaflets and brochures especially designed for the project and they are going to be given to young unemployed people.

Another meeting with the project participants who stayed in the companies took place.
Those who could not find jobs during the project time have been offered to be included in qualification courses in the Employment Office.

The information is going to be published in the local newspapers in December.On the national level there are ongoing researches for dropouts and unqualified young people up to 16 organized by the Ministry of Education. National measures are going to be taken.

(Appendix full notice from BG)

 

 

Rakkestad/Eidsberg NO

The municipalities of Rakkestad and Eidsberg decided early in the project period to cooperate and make a common effort against the main goal for the project. Both municipalities transfer pupils from their lower secondary schools to the same upper secondary school owned and managed by the regional authority (Mysen videregående skole). Ahead of the main project we did work out some new procedures for the transfer of pupils between lower and upper secondary school. We also did establish a “bridge building team” consisting of social workers from the municipalities, counselors from the receiving upper secondary school, the public health nurse from the school and “the following up services”(OT- services) from the regional authority. We wanted to establish some cooperative structures and meeting arenas to prevent the students from becoming drop-outs. When some of them in spite of theses efforts, still did drop out of school, this new cooperative structures were there to handle the situation and give the student the necessary guidance. This students became candidates for the main project; the job circuit.

 

35 different employers were recruited for the project; stores, industries, kindergartens, after school care, garages, computer services, hairdressers, engineering, craftsmen, caretakers etc.

20 candidates from the municipalities of Eidsberg and Rakkestad were recruited in to the job circuit project.
The present status of the 20 participants in the project is as follow:

  • 2 have moved to another region and are doing well.
  • 7 are in ordinary jobs or are apprentices.
  • 11 are in some kind of employment through NAV.
  • 5 are going back to school in august.
  • 4 are now on their own, and do not need any attention from the social workers.

 

4 of the candidates still need much help, and we are anxious for their future.

(See complete document enclosed)

 

 

Maribor SI

We had make interview with participants, employees, tutors and mentors to get their own subjective feedback.

Participants

Generally speaking the most mentioned expectation of JobCircuit training is, however, the practical scope of training, pointed out especially, by those who had no previous training experience and by those who had traditional training before. Participants expected that the used contents and methods will go beyond a practical scope, creating in the trainees and increased responsibility in professional terms. Regarding the relationship between the company’s co-workers, and the tutor and mentor, on one side, and the effective results on the other, the expectations were mostly positive. It seems, however, easier for trainees to compare traditional with on-the-job training when it comes to results, rather than regarding social relationship. All the trainees have positioned themselves, regarding how they will feel in a work/training location, in a positive way. The trainees expectation regarding other people involved in the training process seem clearly different. The relationship between the mentor image and professional orientation is obvious. Curiously, regarding the company, there are extremely different expectations. Half of those who had already carried out on job training expected personal level support from the company when compared to those who had no carried out that kind of training. There are professional level expected difficulties, such as being afraid not to be up to the challenge, especially when it comes to the financial and calculus components, and at personal level, the fear of not to be accepted and/or getting into a conflict with the company workers.

Tutors

At the beginning of the pilot experience of JobCircuit training the tutors expectations regarding trainees integration were highly optimistic, pointing to the development of their competences.  Regarding the pilot experiences impact on themselves, the tutors mentioned the development of new experiences and technical competences as well as the acquaintance with new companies, job positions and was of working. The particularity of JobCircuit training is that it includes, in the opinion of tutors, more contents and methods towards practice than traditional training, including a clear adaptation to the trainee and to the labour market. For almost all tutor four month is enough time to fulfill all the planed tasks. Over all, the expectation regarding the acquisition, by the trainees, of integration facilitation competences is very optimistic. Therefore, for integrating a company, mainly personal and social competences are mentioned, especially at sociability and communicational levels. The acquisition of technical competences comes in second.

 

Mentors

Regarding on impact of this training is expected to have at a personal level, all mentioned good and positive effects. The expectations of mentor are personal competences like assiduity, cooperation, reliability, punctuality, trust worthy, independent or honesty and having motivation, work discipline and being a good worker. The mentors expect to contact the tutors mainly for problem solving and clarify any doubts or when the tutor’s professional competences is needed. The expectation of mentors, regarding the company, are mostly associated to the wish of support and understanding. In general  the expectations regarding the acquisition by the trainees of integration facilitating competences were very optimistic. The competences expected to be development within the company  are: the ones specific to the job, general practical skills, self-confidence and management, time management, independent decision making and to be able to develop good relations with co-workers. On the labour market they expect to develop: competing skills, computer and task specific competences, independence, self-confidence and presentation, conflict management, concentration, determination and general practice competences. Regarding the integration in society, this training is expected to facilitate social and relation competences, ability to work in team and self-confidence.

WP 7 Finalize product

The basis of these model will include results of evaluation of our questionnaires which Ivan Harslof will prepare.

(See enclosed complete report)

 

 

Åmål. SE

Short summary of  the project

Two purposes with the project.

  1. To “build” a cooperation model between youth unit, college, commercial life, industry and employment agency. This to increase the possibilities for the young to establish themselves in the job area. The goal with this “model building” was/is that i should be applied in other areas besides industry.
  2. Young people get employment faster, get job experience and theoretical knowledge while in practice.

The result from all parttakers in the project

 

 

One person has mooved from the commune. Four have gone on to studies. Two have left, three are in treatment for heavy  addiction. Two are treated in the care program that the social services have. Eight are at work and five of those have gotten permanent jobs, three have a financial support employment through the AF.

 

In round one, six of the young people got jobs after the period of practise.

 

In round two, that started 2008-01-07 fewer young people started working. In spite of this both teachers, instructors and project leaders look upon this round as positively as the first one.

The social services got good contact with the young during the project thanks to the three concepts from Antonovsky:

To make the situation understandable, meaningful and possible to deal with for the youth. This meant that the negative view the young people had of the social services was lessened and five young persons are now beeing treated for their addictions to drugs and alcohol. For these it´s a condition precedent that they become free of drugs to be able to study or work in the future.

 

To make visible and to spread

In the beginning of 2006 we started by spreading information and making our project visible. At two occasions we participated in commercial life gatherings to spread information about the project. We have accounted for the project to the commune council. Discussions are held today between responsible politicians,
the board director of the CareUnit and the Development Director, concerning co localisation between the state and the municipality.

 

(Full report attched)

 

 

Hamar NO

 

The JobCircuit of the Hamar partner started at the 1. of  November and lasted until the 31. of May. It contained 3 trainee-periods with a group meeting before, between and after the trainee-periods.

The follow-up-services (an organization which is responsible for getting drop-outs and not-applicants from secondary school back to school) and the local project leader started in the Spring 2007 to go through a list of not applicants. In September we got the list of drop-outs in Hamar, containing 180 pupils. The follow-up-services contacted them all, and we picked out 11 persons for an interview. We found 5 youths (16 – 19 years of age), who were interested in attending the JobCircuit, one girl and 4 boys. The girl has a foreign background.

The labour marked in Norway has been very good for a period. That means that even 16 years old youths often manage to get a little job. For those youths “the wages” that we could give them was not tempting. However, we don’t think this good labour marked will last very long, and therefore we expect future JobCircuits to be more popular.

We sent an invitation for the first team-meeting to the participants, included the list of enterprises, where they could write three alternative wishes of which enterprises they visited to start on. The local project leader contacted the enterprises. 4 of the 5 participants got their first wish fulfilled, the 5. got his second wish fulfilled for the first trainee-period. For the 2 next periods, they all got their wishes fulfilled.

The situations for the youths:

Participant no. 1 has been all three periods on a training centre. The enterprise was very contented. They would like to keep him and offered him a job which he did not take, because the job also consisted of child-caring, which he did not want. He wants to work somewhere else one year and then go back to school. He also wants a course in truck-driving from NAV Hamar. He can get a course in September, and he wants to continue in the training centre as a trainee up to then. We have arranged that for him.

 

Participant no. 2 first stayed with a car-clearing-firm. That was not a success. He did not like it there end the leader of the firm did not like the boy either.

The two next periods he has been with a plumber firm. That has been very successful. He wished to get a job there after the project-period was over as a “helping-boy”, the firm, however, meant it was to early. They want him to stay there as a trainee three more months, and then, if he is ready for it, offer him a training-contract. The boy is determined to become a plumber, but the problem is that he does not want to take more schools. This plumber firm has their own school, and maybe he will find that more acceptable.

 

The participants no. 3, the only girl, has a foreign origin. She wishes to become a carpenter. She has been all the three periods with the municipality of Hamar caretaker-service. They among others are responsible for the maintenance of the municipality buildings. They are very satisfied, has promised her a summer job and an apprenticeship afterwards.

 

Participant no. 4 had his first practice-period in a painting firm. They were well satisfied with him and he liked it too, but what he really wanted was to be with a car repair firm. He first found a practice-place himself, where he stayed for two months. However, it was a one-man-enterprise and the staff  got a feeling that he was left very much alone, so for the last period, we managed to find a car repair firm where he stayed the last period.

Unfortunately, they can not offer him an apprenticeship before in two years time, because they already have two persons with apprenticeships there.

He has a small job and will continue with that during the Summer and maybe increase it.

He has applied for secondary school from the autumn, but are not sure that he wants to start there.

 

Participant no. 5 finished the project in January 2008. His first practice-period was in a sport-shop. He had an injured knee, was reported sick, got an operation and was reported sick again. The practice-place would like to have him back for the second period, but he did not want to continue in the project. He took part in the nr. 2 group meeting where applying to secondary school was one of the themes, and he has delivered an application for secondary school. His reason for finishing was that since he was going to school from next autumn, he would like to rest until then.

The participants have been told that they can contact the staff of the project also after the project period is over, and we will try to help them with activity, school etc.

 

Dissemination up to now

When we started the project in Hamar, we made a note of one page which we sent to the enterprises and other interested persons.

A description of the project lies on the net pages of the municipality of Hamar.

Our division leader has several times informed the politicians in the municipality of Hamar about the project.

Before we started the JobCircuit we were interviewed in Hamar’s leading newspaper.

We were also interviewed in the net pages (news) of the municipality and in Hamar’s second newspaper.

The staff member from the follow up services in Hamar has informed the rest of the follow up services in the county and the secondary schools about the project.

(Complete report enclosed.)