1. Aims, activities and first experiences ENWHP Conference 30-40-50 plus, Linz | June 20, 2006 Birgit Kriener, ÖSB Consulting PLC

2. Basic information on the project Pilot project for the development of strategies to meet the challenges demographic change presents for European companies and regions, 2004-2006 ) ) Framework: Article 6 of the European Social Fund - ESF ) ) Coordinated by the German Pension Insurance (DRV Bund) ) ) Partners from Germany (Inifes, Söstra), Portugal (CEDEP) and Austria (ÖSB) ) ) Austrian Subproject co-financed by the Austrian Federal Ministry of Economics and Labour (BMWA) and the Province of Styria

3. Project aims Smart Region aims to … ) ) research and monitor demographic change and its effects on the project regions ) ) develop and test innovative methods to maintain workability, especially in SME ) ) build regional networks for the development and dissemination of good practice in age management ) ) create awareness among relevant regional actors and the general public concerning ageing and the workplace … in 8 European regions

4. Austria‘s „smart regions“ in Styria Graz-Umgebung ) 131.304 inhabitants ) 1991-2001 plus 11,2% ) 19,5% older 60 years ) average age 2001: 39,0 ) average age 2031: 46,5 Leoben ) 67.767 inhabitants ) 1991-2001 minus 7,6% ) 27,6% older 60 years ) average age 2001: 43,5 ) average age 2031: 49,6

5. Some facts about the 2 regions Graz-Umgebung ) Unemployment rate 7,0% ) Unemployed 50+ 16,2% ) Relatively slow ageing of population ) Total of 2.444 companies ) 1-9 empl.: 1948 ) 10-50: 412 ) 51-250: 71 ) over 250: 13 Leoben ) Unemployment rate 6,8% ) Unemployed 50+ 17,7% ) Rapid ageing of population ) Total of 1.209 companies ) 1-9 empl.: 998 ) 10-50: 166 ) 51-250: 35 ) over 250: 10

6. Activities for/with the regions ) ) Research of background data (demographic development, central figures on the labour market, institutional framework etc.) ) ) Discourse with regional actors and companies in interviews and regional conferences / workshops ) ) Continuous information for central actors (newsletter, website) and public (media) ) ) Awareness-raising and training activities with/for regional multipliers

7. Activities with local companies ) ) Emphasis on SME – developing ways to reach SME with the topic as well as specific tools ) ) First phase: interviews in local SME (mainly employers), access through cooperation with the local chambers of commerce ) ) Pilot-projects in 8 local SME (15-70 employees) with different, individually chosen foci and approaches ) ) Result: tested set of tools and strategies for counselling SME, manual (autumn 06)

8. Background: A basic model to improve workability (after Ilmarinen & Tempel, 2002)

9. ASSESSMENT Analysis of the status quo, e.g. age-structure, working environment, interviews or surveys in relation to health, stress, workability etc. ASSESSMENT Analysis of the status quo, e.g. age-structure, working environment, interviews or surveys in relation to health, stress, workability etc. EVALUATION Reviewing measures and results, evaluating effects and acceptance, feedback-process EVALUATION Reviewing measures and results, evaluating effects and acceptance, feedback-process ANALYSIS & PLANNING Analysis of results, defining goals, prioritizing, defining and planning effective measures – participative action ANALYSIS & PLANNING Analysis of results, defining goals, prioritizing, defining and planning effective measures – participative action INTERVENTION e.g. in the areas of work design and organisation, leadership, communication, qualification, personal health etc. INTERVENTION e.g. in the areas of work design and organisation, leadership, communication, qualification, personal health etc. Basic management cycle for action

10. Some of the tools used ) ) Basic information and assessment („Informationsgespräch“) ) ) Overview: current and future age structure ) ) Assessment of stress and resources via IMPULS-Test (personal interviews) ) ) „Workability-Coachings“ with all employees (basis = „workability index“) ) ) Participation through health-circles and -workshops ) ) „Age specific career-paths“ – „Alternsgerechte Karriereverläufe“: analysis of jobs and development of alternative „careers“ within the company

11. First experiences ) ) Simple and specific/individual information is necessary to get attention ) ) Primary motivation/interest often lies in getting feedback from workforce ) ) Daily work comes first - high level of flexibility on behalf of consultants is needed ) ) Communication about the project needs to be fostered and supported ) ) Acceptance of tools and processes on behalf of employees is high – participative processes are often new and challenging ) ) Continuing support is needed in the process of intervention – ideally provided through the regional network of actors ) ) On the regional level : activities need to move from project- to program-status and long-term support-structures

12. Thank you for your attention! Contact Smart Region - Austria ÖSB Consulting PLC, Eggenberger Allee 40-42, 8020 Graz Andrea Peter, Martin Mayer; phone: +43 / 316 / 38 12 37-0 e-mail: andrea.peter@oesb.at, martin.mayer@oesb.at www.oesb.at www.smartregion.net