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Association of Netherlands Municipalities From-Job-To-Job The Dutch Approach Conference Social Dialogue Nicolette Piekaar, 21 February 2013.

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Presentation on theme: "Association of Netherlands Municipalities From-Job-To-Job The Dutch Approach Conference Social Dialogue Nicolette Piekaar, 21 February 2013."— Presentation transcript:

1 Association of Netherlands Municipalities From-Job-To-Job The Dutch Approach Conference Social Dialogue Nicolette Piekaar, 21 February 2013

2 Association of Netherlands Municipalities Introducing… VNG: Association of Netherlands Municipalities 408 Municipalities ( ) CvA: VNGs department Municipalities Employers Association CvA party in Collective Labour Agreement on behalf of all municipalities VNG aims for quality and strength of local government, CvA focuses on quality of the organization and workforce First Government, Best Employer

3 Association of Netherlands Municipalities Key players in social dialogue

4 Association of Netherlands Municipalities The CAO structure for government and public servants

5 Association of Netherlands Municipalities Changes in labour market Changes in demography Changes in perception of employer/employee roles Changes in scope: The First Government is taking over from central and other local levels Changes in perception of the over all role of public authority (from actor to director) A financial and economic crisis (budget cuts) Context

6 Association of Netherlands Municipalities Context

7 Association of Netherlands Municipalities Another type of organization and employee is required Another set of labour conditions is necessary CLA of the future Context

8 Association of Netherlands Municipalities CLA First steps in renewing the CLA: Road map to CLA of the future More flexibility in working hours More flexibility in employability (appointment in general service) More mobility by creating an individual training budget aiming at increasing employalibility Job-to-Job approach

9 Association of Netherlands Municipalities How it was: Reorganization, dismissal, unemployment insurance, and forever behind the geraniums

10 Association of Netherlands Municipalities How it should be: Keep working! Challenge for both employer and employee

11 Association of Netherlands Municipalities Municipalities, being government, carry their own unemployment costs The social security safety net is not so safe anymore We need the workforce Employability is a mutual responsibility Why this new approach?

12 Association of Netherlands Municipalities Job to Job approach stepwise Step 1:determining date of redundancy Step 2:job potential inquiry with (professional) career coach Step 3:individual plan, with detailed conditions regarding - training, - time needed for job hunting - interview training - evaluations - budget made available by employer - rights and obligations for employee and employer the aim of the plan is finding another (fitting) job within 2 years; 1 x prolongation possible if necessary and useful Step 4:another job, within the municipality or outside

13 Association of Netherlands Municipalities The employer has to invest in programmes, mobility center, training facility A personal budget of Euro max The employer has to set up a joint committee which supervises the implementation of the individual plans and intervenes if necessary The employee must face the challenge of a new job and/or a new employer; refusing a fitting job leads to immediate dismissal without extra redundancy payments Job to job approach terms and conditions

14 Association of Netherlands Municipalities The Hague: a special organization was created in order to help 1050 Fte find a suitable job The bureau has 12 employees: job coaches, casemanagers and communications officer Transparency and a certain time frame help change the mindset, and activate people Employee AND organization become more flexible In sofar: successful Job to job first experiences

15 Association of Netherlands Municipalities Leeuwarden: Job-to-job approach is key in new social plan, thus creating room for new (modern) labour conditions Nijmegen: Earlier experience with a job-to-job approach, using individual plans was successful in all cases Westland: Investment in phase 0: all employee enter in a mobility plan, including talks with career coaches, training and education plans to prevent redundancy First experiences


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