1. Matthias Knuth Peer Review: ‘PES and Older Workers’ Presentation at the Headquarters of the German Federal Employment Agency, Nuremberg, May 10, 2012

2. Employment Rates, EU 27, 2001-2010 2

3. Employment Rates 55-64 3 Quelle: Eurostat

4. Female Employment Rates 2001 / 2008 / 2010 4

5. Male Employment Rates 2001 / 2008 / 2010 5

6. Institutional factors relevant to older workers' probabilities of taking up employment (stronger) legal employment protection setting in at a specific age seniority wage differentials (if tied to age) age-specific exemption from job search / from definition of being unemployed age-specific extension of UB eligibility early retirement / disability schemes low statutory retirement age  notion of 'old' starts early signalling effect of statutory pension age thresholds  UK has recently abolished the Default Retirement Age 6

7. 'Ideal Retirement Age' (European Social Survey 2006) 7 Author: Andreas Jansen

8. Typical challenges age stereotypes on both sides, employers and jobseekers scepticism even among PES staff lack of occupational and geographical mobility lack of qualifications, outdated qualifications, or qualifications not recognized (migrants) 'life-long learning' not really embraced, neither by workers nor by employers 8

9. Services for Employers employer-oriented services not specialised by age groups primary concern for jobseekers, not employed workers special services and provisions in cases of restructuring in many countries age-specific rules for restructuring only in Belgium wage cost subsidies largely used and promoted, also for older workers compensation offered for training costs or days of sickness (in some countries) counselling services for employers in their role as users of labour are rare and not age-specific Austria: 'flexibility counselling' Germany: pilot models for counselling SME's 9

10. Preventive Measures and Services / Awareness Raising few preventive measures for older employees 'fast track' services and priority activation for older jobseekers in some countries campaigns and action plans aim at raising public and employers' awareness networking with the business community liaising with civil society organisations representing senior citizens 10

11. Services and Measures for Unemployed Older Workers few age-specificities in services concern only timing, priority or intensity: initial interview or Individual Action Plan earlier for older jobseekers tendency towards abolishing age specific measures or programmes (Germany, UK) exemption Netherlands: 55-plus networking (  'senior job club') division of frontline services by age and 'target group approaches' rejected by most participating countries Poland just now training frontline workers and coaches – how will they be deployed? wage supplements compensating for taking up a lower-paid job (France,Belgium; recently abandoned in Germany) direct job creation ('public works') 11

12. Monitoring and Evaluation no age-specific monitoring or evaluation programmes in general, proper monitoring systems and independent evaluation of net outcomes of ALMP’s still in need of development in many countries measures highlighted as successful (based on practical experience or evaluation): combinations of work practice and training hiring subsidies networking groups / group counselling / job search coaching 12

13. Practical conclusions PES staff information, training and experience sharing: giving employment assistance for older workers credibility supporting older jobseekers' self-confidence identifying the type of enterprise more likely to hire older jobseekers perhaps not the 'age-friendly' ones already employing a high proportion of older workers training investment also for 'older' workers – firm-specificity perhaps less of a problem where older workers concerned counselling employers with regard to more sustainable HR practices: a suitable role for the PES? 13

14. Outlook What works for older jobseekers will probably also work for younger ones. Some problems may cumulate with age: impairments of health, outdated qualifications Main problem not (calendrical, biological) age as such but subjective life-course positioning (self-perception and perception by others). Age stereotypes will probably remain – but calendrical age associated with notion of being 'old' will shift upwards with the institutional framework for retirement. 14