Können erkennen Kompetenzorientierte Methoden in der Begleitung von Arbeitssuchenden

Kompetenzen sind zu einer der zentralen Kategorien in der arbeitsmarktbezogenen Beratung geworden. Das Erkennen und Erfassen dieser Kompetenzen stellt eine wichtige Herausforderung in der Begleitung von Arbeitssuchenden dar und gestaltet sich angesichts fragmentierter Erwerbs- und Bildungsbiographien zunehmend schwierig. Es stellen sich einige grundlegende Fragen: Wie lassen sich non-formale Bildungsprozesse adäquat abbilden? Wie können nicht-zertifizierte Kompetenzen am Arbeitsmarkt eingesetzt werden? Wie ist mit individuellen Bildungsbiographien und –erfahrungen umzugehen? Wie lässt sich auf die zunehmende Mobilität der ArbeitnehmerInnen reagieren?

Als mögliche Antwort auf diese Fragen hat migrare – Zentrum für MigrantInnen OÖ gemeinsam mit europäischen PartnerInnen „Competence Kaleidoscope“ entwickelt, eine Methode zur Erhebung von Kompetenzen. Dieser neue Ansatz wird im Rahmen dieser Fachtagung vorgestellt. Praxisnah und anwendungszentriert werden darüber hinaus in verschiedenen Panels unterschiedliche Perspektiven von Kompetenzerfassung diskutiert. Als Keynote Speaker dürfen wir Dr. Martin Noack von der Bertelsmann-Stiftung begrüßen.

Die Teilnahme ist kostenlos, für das leibliche Wohl ist gesorgt. Da nur eine begrenzte Anzahl an Pätzen zur Verfügung steht, wird um Anmeldung bis spätestens 15.05.2018 unter nachfolgender Adresse gebeten:

https://eveeno.com/Koennen_erkennen

Wir freuen uns gemeinsam auf ein spannendes und interessantes Programm!

www.migrare.at http://competence-kaleidoscope.eu/de

10:00 – 10:30 Sign In

10:30 – 12:00 Keynote 1: Kompetenzanerkennung und Kompetenzerfassung Dr. Martin Noack / Bertelsmann Stiftung

12:00 – 13:00 PAUSE

13:00 – 14:00  Keynote 2: Vorstellung Competence Kaleidoscope Mag.a Lisa Filzmoser & Mag. Florian Hinterberger / migrare

14:00 – 14:30  PAUSE

14:30 – 15:30  Panels • Competence Kaleidoscope Mag.a Lisa Filzmoser, migrare • Competence Kaleidoscope Mag. Florian Hinterberger, migrare • Kompetenzorientierte Bewerbungsunterlagen Mag.a Monika Einsiedler, IAB • Kompetenzorientierte Arbeit mit Geflüchteten  Karin Rosenblattl und Advan Softić, Volkshilfe Flüchtlings- und MigrantInnenbetreuung OÖ • Kompetenzen und Personalmanagement aus Arbeitgebersicht , Rosenbauer International AG • Kompetenz-Tools Dr. Martin Noack, Bertelsmann-Stiftung

15:45 – 16:15     Gemeinsamer Abschluss: Rückschau auf den Tag Interview Maria Brunner, AMS OÖ Ab

16:15   Get together

Können erkennen Kompetenzorientierte Methoden in der Begleitung von Arbeitssuchenden

Wann:  Dienstag, 22. Mai 2018  • 10:00 – 16:15

Wo:   AK-Bildungshaus Jägermayrhof, Römerstraße 98, 4020 Linz

OUTBURSTS OF EMOTIONS AND LAUGHTER REPLACED EMBARRASSMENT

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More than a dozen determined mothers left the Kaleidoscope Competence pilot course with new experience, helpful advice and, in many cases, also with regained self-confidence. The busy course programme helped a heterogeneous group of women (mothers with small children, Roma women, university graduates) to map their abilities and skills. Course participants met at the Office of the Public Defender of Rights in Brno for 4 days in late May and early June 2017.

Although at the beginning of the course most women were too shy to talk about themselves and their lives, the last day showed how little could help to a mutual trust and openness. An interactive form of the course and an active and dynamic approach on the part of lecturers raised an interest and broke barriers among women. They received a positive feedback from lecturers and also from other course participants which brought another dose of encouragement.

The course was primarily about recognizing one´s strengths. Tasks and activities helped participants to identify abilities and skills that they could apply in the labour market. Women often underestimated themselves – but the course showed to them that even childcare could help to develop important skills. For example the ability to organize time and work is a key characteristic necessary not only for mothers, but also for people in managerial positions.

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On one of the 4 course days the lecturers gave the floor to an HR specialist Denisa Janatová from a personal agency Advantage Consulting. She explained, for instance, what to avoid when writing one´s CV or how to make the CV impressive. She also described what a job interview might look like. Women learnt inter alia that an employer or HR person should not ask about a family situation, pregnancy or sexual orientation.

Participants had the chance to practise a job interview. It took the form of a “quick date”. Women had to find out as much information as possible about their counterparts in just a few minutes. They practised both the role of an employer and a job seeker. Tricky questions from real job interviews were included. Thus women were able to go through a test job interview and prepare themselves for unpleasant situations or questions.

Lecturers Kateřina Hodická and Kateřina Kelarová concluded the course by awarding certificates to participants. Besides them the women took home a lot of experience, useful pieces of advice and a smile on their lips.

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Author: Nikola Málková

COMPETENCE KALEIDOSCOPE OR HOW A PILOT COURSE RAN

A few days ago an international meeting was held in Brno in the Czech Republic. The meeting was attended by four organizations involved in the Competence Kaleidoscope project. Representatives of the organisations analyzed together the pros and cons of pilot courses that had run in their respective organisations. I spoke to the head of the Akropolis Center in Uherské Hradiště Jitka Janíková and to Marta Chabadová from the organisation Miesto pod Slnkom located in Kosice. The interview reveals their opinions and experience of the project.

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What is your opinion of the Competence Kaleidoscope project?

Jitka: The idea of the project originated in our organization when we were looking for ways to prepare better our target group (parents returning to the labour market after maternity /parental leave) for a return to the labour market. We came to the conclusion that the most important was to be aware of one´s strong points and to train their presentation. That’s why I think this project is important and meaningful.

Marta: I think it’s an amazing thing. In Slovakia I have not experienced so far anything that would resemble this systematic approach to the unemployed. And I even feel that there are no agencies that would professionally deal with this issue. Maybe in big cities, in Bratislava, in Košice, but certainly not in regions where there are smaller towns.

How do you perceive the cooperation with other organizations in drafting this project?

Jitka: The collaboration in the project preparation and in its implementation was and is without any problems. Partners are aware of their responsibilities and tasks.

Marta: It was excellent. I was excited. For me the language barrier was a bit more problematic because I’m not so fluent in English or German. I think that our foreign partners took this into consideration.

Had you tried the course before piloting it?

Jitka: No. We gained our first experience only during the first pilot course.

Marta: Yes, but it was not as successful as the pilot course. We had problems of an organizational character. We had quite a problem with collecting participants. Some women preferred to meet in the morning while others opted for the afternoon. Though we looked for various suitable schemes, some clients gradually left. Even though they wanted to make up for missed course hours, there was no room for it.

What was your target group in the pilot course?

Jitka: Our target group is formed by parents on maternity and parental leave, parents of small children and also people above 50 years of age.

Marta: Our clients were women on a long parental leave and university graduates who had not had a job yet and faced difficulties in the labour market.

How do you assess your work with them?

Jitka: Very well. Our target group is in most cases collaborating. It actively participates in individual activities and our participants want to work on themselves.

Marta: Also very well. We created a group of people who have a long-standing problem. We work in the region with a relatively high unemployment and therefore the course was very beneficial for participants. We learned even from the feedback that the participants were enthusiastic and that it would be very beneficial if the project was to continue for other target groups.

Did any complications occur during the course?

Jitka: I would not call it a complication. Certainly our job was made difficult by bad timekeeping of some clients with small children and also by the fact that one client had missed one module.

Marta: There was a problem with competence cards because we received a bad translation. The cards were translated from German to English, from English to Czech and then to Slovak. We had to translate them into the Slovak language because it was difficult for some clients to understand the Czech meaning of notions on competence cards. For example, we had a card that was translated as a social commitment, which I myself had the problem of understanding what it meant. And when we translated it from the English version, we found out that it was more like a social mission, which is quite different. Sometimes it happened to us that we lacked some competencies that clients knew they had but were not listed anywhere.

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What were reactions of your target group?

Jitka: Reactions were very positive. Participants appreciated both the content and the way of implementation. The fact that the course is practical was appreciated as well. Participants are  forced to think about themselves and have to work on themselves. And every day they left with some new experience.

Marta: Our target group expressed a great satisfaction.

What about writing profiles for your clients?

Jitka: It was not at all easy to write a profile. If you know somebody for a short time, it is very difficult to sketch his or her profile. In addition, as a lecturer you have to write only facts, not your assumptions. However there is often no chance to verify the assumption.

Marta: It was difficult to write them. It is not easy to find the right words in order not to  offend anyone nor to praise too much. My colleague helped me with the profiles and I think we managed to write them in the way that they satisfy our clients.

Where do you see the merit of the project?

Jitka: If the project fulfils its goal, i.e. to develop a simple and financially low-cost method that will lead a client through the process of identifying, naming and understanding his or her  own competencies, of their internalisation and connection with the labour market, I will be satisfied.

Marta: I can see it in promoting self-confidence and in preparing for the labour market. I think the project also encourages a creative aspect and value in people and thus it opens up new perspectives. We had one silent and shy participant who opened herself thanks to the course and realized her strengths. She changed from a diffident and insecure creature shaken by her life to a person who realized her value. That was our great success.

Would you change anything in the project?

Jitka: Not in the project as such. After one and a half year´s project duration I might change some of the steps we had made.

Marta: From an organizational aspect, I might shorten intervals between individual training days. Anything can happen in the course of one month when the training takes place. Things might happen both to participants and lecturers. We also talked about the problem of engaging men in this course. It is designed in a way that the course is primarily for women. In my opinion, a man will not share his problems and failures, especially when there are mostly women in the course and only one or two men. I think it would be helpful to adjust the course so that it is suitable for men as well. I would recommend to focus more on a practical side, such as preparing a CV, getting ready for an interview or how to work with job advertisements. I would definitely adjust the terminology used in the course which can be difficult for people with a lower education level.

Did the course meet your expectations?

Jitka: The aim of the course was to verify the method, test individual activities whether they work or not. This has been achieved, we have a lot of comments and suggestions for changes. In this respect, the course certainly fulfilled my expectations. Some of my concerns were confirmed, others were refuted.

Marta: Yes, sure.

What did the course bring to you personally?

Jitka: I certainly met a lot of interesting people and learnt about their fates. From a lecturer´s point of view, I tested new activities and techniques. I lectured the course together with my colleague and we found out that it was amazing to lecture the course in two. Lecturers can complement each other, one leads a group and the other can check the time schedule, reactions of participants etc. It’s just a piece of cake.

Marta: An interesting question. The course work was unique and different from what I normally do. It was inspiring to watch participants how they work on themselves. I would like to continue this work because I think it has a sense. I had a good feeling of a well accomplished work.

Robin Stejskal

COMPETENCE KALEIDOSCOPE

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A Competence Kaleidoscope course is just being held in the premises of the Public Defender of Rights. The course aims to help disadvantaged people to find their way back to the labour market. When looking around, I have the impression that lecturers in contrast to participants abound in calmness and confidence. The lecturers had recently tested the method with a group of secondary school students and so they will be able to use the gained experience with a new group of participants.

The course participants involve women and men of different nationalities. Some ran away from the war and others wanted to start a new life. Each of them carries his or her own story. Some stories are sad and others are full of hope. However all the participants share one thing, they wish to find work in the Czech Republic. To reach this aim, they are supported by lecturers Kateřina Hodická, Kateřina Kelarová and Barbara Dobešová.

As there are people from different countries, cultures and with various customs, I really wonder what the course will look like. There is, for example, a woman from Mexico. She would like to open her own café. Thanks to the course she should realize whether she has the right abilities and skills to reach the predetermined goal. Other course participants are e.g. a woman from India, Syrian family, Nigerian man who with his robust figure calls for an appropriate respect. I would like to know what his story is about.

3An introduction is going on. A man from Nigeria introduces himself first. His name is Akintola. He has a big smile on his lips. I find out that he is a very friendly and sociable person who, like me, loves cats. He was forced to leave his home country and his family due to his dangerous work and applied for asylum in the Czech Republic.

Gradually other participants are introducing themselves. Their initial nervousness is slowly fading away as the entire course is run in a friendly and informal atmosphere. My early worries and concerns regarding a cultural heterogeneity of the group appear to be useless.

It is not surprising for me that in one of the following activities Akintola chooses a kangaroo as an animal he would like to be. Similarly to kangaroos he feels the need to protect his children. As most course participants are parents, sometimes their playful offspring run around me. Just now they are sitting in front of me on the carpet and drawing. Though each child speaks a different language, painting unites them. When this activity stops to entertain them, they use crayons as building blocks for the construction of houses. Who knows, perhaps children will discover hidden talents for architecture or painting during the course.

4Meanwhile one of the lecturers is telling a story about a bowman and his arrow written by Jorge Bucay. The story´s purpose is to explain to participants that it is always important to set first a goal one wants to achieve. Having the goal in mind one will be able to find a job that fulfils him or her.

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During the course participants also try practical things. Course participants are also instructed on how to behave at a job interview. Then they are divided into groups and play the role model of an employer looking for ideal employees. In this context they should think of key characteristics that will be required for a particular job. Later on they all try the role of an interviewee.

And how do participants themselves assess the whole programme? At the end of the course they all look happy and are smiling in front of a camera. They also receive an evaluation form from lecturers. The feedback given by the participants is largely positive and comments that the participants make can help lecturers to improve the course further. Some participants mention in the questionnaire that the course was truly beneficial and express that similar courses should run in the future. Nothing can please lecturers more than praise for a well performed and sensible work.

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Author: Robin Stejskal

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Treffen in Linz

Von 19. bis 23. September trafen sich VetretreterInnen der vier Partnerorganisationen in Linz, Österreich für das „train the trainer“-Programm von Competence Kaleidoscope.

Die TeilnehmerInnen nahmen aktiv an Trainingssessions von je 8 stunden täglich Teil, die in der Zentrale von migrare – Zentrum für MigrantInnen OÖ stattfanden. Gemeinsam wurden der Prozess und die Methoden von Competence Kaleidoscope genau durchleuchtet und auf die Brauchbarkeit für die unterschiedlichen Zielgruppen sozial Benachteiligter analysiert. Vor- und Nachteile jedes einzelnen Moduls und der jeweiligen Bestandteile wurden im Detail diskutiert und Vorschläge für weitere Verbesserungen angedacht. Es gab auch die Möglichkeit, einige der verwendeten Methoden selbst auszuprobieren.

Das Erzählen von Geschichten nimmt einen wichtigen Platz innerhalb der Methode ein und stellt ein bereicherndes Element innerhalb des Prozesses dar. Beispielhafte Situationen in den Geschichten tragen häufig eine tiefere Bedeutung in sich und können als Inspirationsquelle und Impuls für eigen Reflexionsprozesse der KlientInnen dienen.

Alle Gespräche und auch das Training selbst fanden in englischer Sprache statt, in einer kreativen, angenehmen und kooperativen Atmosphäre, geleitet von Florian und Lisa von migrare. In den nächsten Wochen werden ExpertInnen aus den Partnerorganisationen an der Verfeinerung der Methode arbeiten und diese für die erste Phase der Pilotkurse entsprechend adaptieren. Diese Kurse wurden auf den Anfang des Jahres 2017 verschoben, wo sie in allen Partnerorganisationen stattfinden werden.

Eine angeregte Diskussion mit einem Psychologen von migrare stellte einen wichtigen Teil des „train the trainer“-Programms dar. Dieser beantwortete Fragen zum Umgang mit emotional schwierigen Situationen, die innerhalb des Competence Kaleidoscope-Prozesses, auftreten können.

Nicht zuletzt wurde der Aufenthalt in Linz von einem interessanten Rahmenprogramm abgerundet. Neben der Möglichkeit die lokale Küche kennenzulernen, hatten die TeilnehmerInnen die Chance einige der schönsten Plätze von Linz bei einer kurzen Stadtrundfahrt und einem Spaziergang zu entdecken. Außerdem bot die Fahrt auf den Pöstlingberg ein fantastisches Panorama der Stadt und der Donau.

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Competence Kaleidoscope method being lounched

In den letzten Monaten entwickelten Lisa Filzmoser und Florian Hinterberger, unter Mithilfe einiger interner ExpertInnen und der großzügigen Unterstützung unserer Kollegen bei migrare und den Partnerorganisationen, die neue Kompetenzerhebungs-methode „Competence Kaleidoscope“. Beginnend mit der ersten Datenerhebung im Oktober 2015 in Uherské Hradiště, haben wir intensiv an einer passenden Methode für unsere wichtigsten Zielgruppen, sozial benachteiligte mit niedrigen Bildungsstand und geringem Selbstwertgefühl, gearbeitet.

Die Entwicklung war ein sehr intensiver Prozess, der unter Einbeziehung der Ergebnisse der Befragungen der KlientInnen und TrainerInnen in den vier Organisationen, Diskussionen mit TrainerInnen und diversen ExpertInnen und die Erfahrungen aus und mit anderen Kompetenzerhebungsverfahren wie CH-Q stattfand. Begleitet wurde dies von ausgiebiger Literaturrecherche zu bestehenden Methoden und deren Umsetzung in der Praxis.

Nach 5 monatiger Recherche und Datenerhebung, zeichnete sich eine grobe Grundstruktur für die neue Methode ab. Wir entwickelten die Idee einer modularen Struktur, um die Anwendung der Methode so flexibel wie möglich gestalten zu können. Es gibt nun 7 Module, jedes mit einer Dauer von in etwa 4 Stunden, die ein breites Spektrum an Themen, von der Arbeit an der eigenen Biographie und dem Selbst- und Fremdbild bis zur Formulierung von Zielen und dem Planen der Schritte zu diesen Zielen, abdecken.

Wir entwickelten eine Vielzahl an unterschiedlichen Aktivitäten, immer mit dem Ziel vor Augen, die Schreibarbeit möglichst zu minimieren. Viele der existierenden Methoden zur Kompetenzerfassung sind sehr schreiblastig, was sie untauglich für unsere Zielgruppe macht. Wir integrierten unterschiedliche Materialien wie die „Kompetenzkarten“ der Bertelsmann-Stiftung, verschiede (Rollen-)Spiele und viele Arten künstlerischer Gestaltung, um den Bedürfnissen unserer Zielgruppen gerecht zu werden und „Competence Kaleidoscope“ zu einer einzigartigen und außergewöhnlichen Erfahrung zu machen!

In einem nächsten Schritt kommen die zukünftigen TrainerInnen nach Linz, um in einer einwöchigen Einschulung mit der neuen Methode vertraut zu werden. Nach dieser Einschulung hält jede Organisation CK-Kurse ab, die evaluiert werden. Die Ergebnisse dieser Evaluierung fließen dann in die Restrukturierung der Methode mit ein.

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Euroguidance Seminar zur Integration von MigrantInnen und Minderheiten am Arbeitsmarkt in Potsdam

Im Juni 2016 besuchte Lenka Introvic im Auftrag von GIC NORA das internationale Seminar mit dem Titel “Cross-Cultural and International Careers Guidance – Integrating Migrants and Minorities”. Das Seminar wurde vom Euroguidance Programm veranstaltet und fand am ersten und zweiten Juni in Potsdam statt.

Über 100 TeilnehmerInnen, hauptsächlich aus dem Non-Profit Bereich, von Schulen, Universitäten und Arbeitsagenturen aus 11 europäischen Ländern (Tschechien, Slowakei, Kroatien, Ungarn, Duetschlad, Polen, Portugal, Österreich, Rumänien, Slovenien und Serbien) diskutierten die Möglichkeiten der Integration von MigrantInnen und Minderheiten auf dem Arbeitsmarkt.

Teile des dort erworbenen Wissens werden auch in unser Projekt einfließen, so werden wir beispielsweise die “Competence Cards” zur Erfassung von Fähigkeiten und Fertigkeiten unserer KlientInnen verwenden.

Präsentationen der einzelen Workshops, die während der beiden Tage in Potsdam stattfanden, finden sie hier.

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