1. More training opportunities for more agency workers: Overview report Dr. Anneleen Peeters, IDEA Consult Eurociett/UNI Europa joint conference 4 December 2008

2. 2 Aim of the study  Conduct a comparative research work on the personal background, professional experience and motivations of the temporary agency workers and on training opportunities provided to them  Carry out an in-depth analysis of best practices in terms of training programmes targetted at temporary agency workers

3. 3 Approach of the project Step 1: Comparative research Step 2: Case studies Step 3: Pan-European conference Step 4: Dissemination and publications

4. 4 Methodology  Written survey:  Amongst Eurociett and Uni-Europa members  Content of the survey:  General framework of training programmes  Quantitative & qualitative info training programmes  Impact of training on professional life  Good practices training initiatives  Profile of agency workers  Situation and motivations to work as a TAW  Desk research: available studies on profile and training opportunities  Selection of 6 case study countries

5. 5 Methodology  Target group (21 countries) and respons (16 in bold/orange): AustriaGreecePoland BelgiumHungaryPortugal Czech RepublicIrelandSpain DenmarkItalySweden FinlandLuxembourgSwitzerland FranceThe NetherlandsTurkey GermanyNorwayUK

6. 6 Results of the survey  3 topics: 1) General framework of training programmes provided to TAW 2) Characteristics of TAW and their jobs: determinants of training needs 3) Training provision for TAW

7. 7 1) General framework of training programmes provided to TAW 1.1. Access to vocational training for TAW 1.2. Organisation of vocational training for TAW 1.3. Cooperation regarding training for TAW 1.4. Financing vocational training for TAW

8. 8 1.1. Access to vocational training  General access to vocational training for TAW:  In all countries  Specific training system for TAW:  In 6 countries: FR, BE, NL, AU, ES, IT  Specific (bipartiate) training body to facilitate access to training for TAW:  In 6 countries: FR, BE, NL, AU, ES, IT

9. 9 1.2. Organisation of training programmes By collective labour agreement YesNo By law YesFR, AU, ESIT NoBE, NL DE, CZ, FI, GR, HU, IE, NO, PO, SE, UK  How is the specific training provision for temporary agency workers regulated?

10. 10 1.3. Cooperation regarding training  Cooperation between the temporary agency work sector and national public employment services regarding training for TAW: In Austria, Belgium, France, the Netherlands, Finland, Poland and the UK  Cooperation between the temporary agency work sector and other sectors regarding training for TAW: In Belgium, France, Germany, Hungary and the UK

11. 11 1.4. Financing vocational training for TAW  Most important channels (in decreasing order):  By temporary work agencies  By user companies  By public employment services  By a training fund  By European funds  In some countries training programmes are also (indirectly) financed by TAW’s (e.g. through the social charges of their salary)

12. 12 2) Characteristics of TAW and their jobs: determinants of training needs 2.1. Duration of an assignment 2.2. Sectoral distribution of temporary agency work 2.3. Educational level 2.4. Motivations of temporary agency workers 2.5. Previous situation of temporary agency workers

13. 13 2.1. Duration of an assignment  Duration of a TAW assignment in number of days:

14. 14 2.2. Sectoral distribution  Sectoral distribution of temporary agency work:

15. 15 2.3. Educational level  Initial educational level of temporary agency workers:

16. 16 2.4. Motivations of TAW  % of temporary agency workers not looking for a permanent job:

17. 17 2.5. Previous situation of TAW  Large differences between countries in the previous situation of TAW  Before starting work as a temporary agency worker most workers where:  Unemployed: in Germany (69%), Hungary (60%), Norway (50%), France (40%), Greece (40%) and Belgium (30%)  Student: in the Netherlands (44%), Finland (43%) and Poland (25%)  Temporary agency worker: in the Czech Republic (32%) and Poland (25%)

18. 18 3) Training provision for TAW 3.1. Number of trainings provided to TAW 3.2. Duration of trainings provided to TAW 3.3. Type of trainings provided to TAW 3.4. Organisation of training provision 3.5. Main difficulties being faced when developing training programmes

19. 19 3.1. Number of trainings provided to TAW FRBENLESIT Penetration rate of TAW2,5%2,2%2,8%0,8%0,7% Number of trained TAW’s (x 1.000) 270,019,6138,710,9204,2 % of trained TAW’s12,3%3,6%19,0%1,4%35,6% Number of training hours (x 1.000) 10.1103037601.221 Number of training hours per trained TAW 47,415,469,86,0 Amount invested in training by temporary work agencies (x 1.000.000 euro) 3314,730 - 404,8149 Amount invested per trained TAW (euro) 1.225,9239,7252,3440,4729,6 Amount invested in training in % of total wages (payroll) 2,15%0,40%1,02%1,25%

20. 20 3.2. Duration of trainings  Distribution of trainings provided to TAW:

21. 21 3.2. Duration of trainings  Relation between average number of training hours and % of trained TAW: Average number of training hours Low High % of trained TAW Low High ES BE FR NL IT

22. 22 3.3. Type of trainings  Main fields of training provided to TAW:  Technical skills  Health and safety  ICT  Use of PC  Compulsory trainings (e.g. driving licences)

23. 23 3.4. Organisation of training provision  What is the employment status/contract of the TAW when being trained ?  Are TAW’s being paid or do they receive some benefits when they are on a training programme ?  Who usually takes the initiative for the training?  When is the training programme usually delivered to the TAW?  Where does the training usually take place?

24. 24 3.4. Organisation of training provision  What is the employment status/contract of the TAW when being trained (number of countries)?

25. 25 3.4. Organisation of training provision  Are TAW being paid or do they receive some benefits when they are on a training programme (number of countries)?

26. 26 3.4. Organisation of training provision  Who usually takes the initiative for the training?  Usually the temporary work agency  The user firm is also an important actor  When is the training programme usually delivered to the temporary agency workers?  At a later stage during assignment  Training programmes prior to the temporary agency work occur less frequently  Where does the training usually take place?  In the user firm or at a training institute  Trainings at the temporary work agency do also occur

27. 27 3.5. Main difficulties when developing training programmes  Number of countries facing difficulties when developing trainings: