IMPORTANT LEGAL NOTICE
 

 DMJV Onkormanyzat- Knowing how to work ascii version

Hungary

 
DP Managing organisation : DMJV. Önkormányzat
Other national partners : Capiláno Kft.
DÉSZ-KER Rt.
HUNÉP Rt.
KEVIÉP Kft.
Matúra és Natúra Endowment
Povolny Ferenc Szakképző Intézet
Roma Tehetséggondozó Kht.
EQUAL theme :Employability - (Re-)integration to the labour market 
Type of DP :Geographical - Urban area - Budapest 
DP Legal status :Association without legal form 
DP identification :HU-4 
Application phase :Project ended 
Selection date :14-11-2002 
Last update :20-12-2004 
Monitoring:  

Rationale

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Debrecen – as the second largest city in Hungary – enjoys a very unique situation in Hajdú-Bihar county, as it has no counterpoint. the total population of the dwellings of city rank in the county barely reaches the tenth of the total population of the city of Debrecen itself..

The past „social industrialization” had artificially raised the number of inhabitants, but the fall of the old regime and the privatization of the once government-owned industries caused the rationalization of the workforce, therefore the rate of unemployment started to rise.

The economy of the region is on the rise again, the workforce now meets the demands of the labour market – owing to the different training programs – and the rate of unemployment is considerably lower than a few years ago. Based on the data provided by Hajdú-Bihar Megyei Munkaügyi Központ Debreceni Kirendeltség (Debrecen Office of Hajdú-Bihar County Employment Center) the ratio of unemployment is 4,72, which is a very favorable number compared with the national statistics. (2002. January)

However, these figures do not really tell anything about the situation of the Gypsy minority in Debrecen. This minority is one of considerably numbers, and also one with a very complicated future looming ahead.
According to the Local Government of the Roma Minority and Roma Civil Organizations there is an estimated number of 12.000 roma citizens in Debrecen, consisting of about 50% men anf 50% women

The active workforce from this population is about 5.000, of which only 0,5% has any kind of documented skills. Naturally, the rate of unemployment among this minority is rather staggering: 95%. It means that 4.750 people are unemployed from this minority, mostly because of their lack of skills. As a result, they do not have stable sufficient income.

We had better answer this question. An average Gypsy family needs 8-10.000 forints/head which amount adds up from non-active activities, and which amount is well below the amount needed for the minimum of subsistence. The answer comes from the facts stated above.

“SOURCES OF INCOME”:

- welfare (temporary welfare, subsidized public utilities, special aids)
- family allowance, schooling allowance
- supporting family allowance, meal allowance in case of children
- child-rearing allowance
- allowances (welfare, disability welfare)


It is extremely difficult to provide the Gypsy nationals with legal means of income and to reintegrate them into the labour market.

- the aversion of employers towards Gypsy nationals, mainly because of their – real or suspected – unreliability,
- the low-educational level of Gypsy nationals, and their unskilledness,
- the traditional situation of Gypsy nationals, which has evolved through the centuries.

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Objective

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Objectives:

Starting from the principle of equality we try to provide for the needs of both man and women. For this reason, the training and the placement of work considers both of them.

For males with elementary level education we can offer four training and placement programs. All four programs require deft hands, creativity, all professions are outdoor jobs. The applicants will grow fond of these professions enabling them to work in relatively unrestricted hours..
The carpenter and scaffolder, stonemason, steelworker, tinsmith and tinsmith on construction sites are all professions where great shortage can be seen not only in Hajdú-Bihar county, but in other parts of the country as well.
The participants will be trained in their respective professions, as well as in how to present themselves on the job market and how to persuade future employers to hire them.
The labour market modules – communication training, how to find suitable jobs, how to integrate themselves into the communities already present at the workplace, how to lead their lives successfully, business studies – are included in our program because they help the participants find a job for themselves, and could be very helpful for them if they ever want to be self-employed entrepreneurs.

The successful performance ration in case of Gypsy women is even more disheartening than in case of men. Most of the women have not even completed their primary or elementary studies. It is highly unlikely that these women would ever be able to participate in a vocational training inside the traditional educational system in Hungary.

Self-employment (entrepreneurship) or employment.

In case of employment, the traditional discrimination comes back to haunt him: IF YOU ARE UNSKILLED, I GIVE YOU ONLY 50% OF THE MINIMAL WAGE! If skilled, they can get the minimal wage, but no more. Unfortunately, most of the Gypsy youngsters are unskilled.

In case of self-employment: Who would take his expensive bike to a Gypsy repairman? Who would trust him? The prejudices are too deeply rooted. On the other hand, these Gypsy people do not have the necessary funds to even start a small business, and their families are not capable of supporting them either.

There are chances, but to live with them is not easy. To dissolve the ever present discriminative milieu would take a long-long time, even a generation. It is not only a matter of politics, it wishes to integrate the Gypsy population into Hungary.

The labour market – knowing the capacity of the secondary technical schools and the needs of the market – needs such skilled persons who can work as tinsmiths, tinsmiths on constructions, carpenters and scaffolders.

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Innovation


Nature of the experimental activities to be implemented Rating
Guidance, counselling ***
Training ***
Training on work place ***
Work placement ***
Job rotation and job sharing **
Employment aids (+ for self-employment) **
Integrated measures (pathway to integration) ***
Employment creation and support ***
Training of teachers, trainers and staff **
Improvement of employment services, Recruitment structures **
Conception for training programs, certification ***
Anticipation of technical changes **
Work organisation, improvement of access to work places ***
Guidance and social services ***
Awareness raising, information, publicity ***
Studies and analysis of discrimination features ***

Type of innovation Rating
Process-oriented *
Goal-oriented **
Context oriented ****

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The first step concerning the integration of the ethnic minorities is towin over discrimination. it is essential to make them feel this program is for them, even if they lack high qualifications or vocational training. The Local Government of the Gypsy Minority and Roma Civil Organizations encourage them to participate in the project. This way we could avoid participations under contraints and pressure.
Furthermore, our task is to put an end to the discriminative attitude of employers, which has developed over the years. Our aim is to stop this and to persuade them about the equality of trained roma labour force. In order to reach this it is necessary for the potential employer and empolyee to make contacts, to get acquainted with traditions, to respect labour discipline and to work together according to the quality required.
We would like to make a chance both for the employers and employees (those participating in the training) to show that discrimination can definitely be reduced.

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Budget Action 2

250 000 – 500 000 €

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Beneficiaries


Assistance to persons 
Unemployed  66.6%  33.4% 
Employed  0.0%  0.0% 
Others (without status, social beneficiaries...)  0.0%  0.0% 
  100.0% 
 
Migrants, ethnic minorities, …  50.0%  50.0% 
Asylum seekers  0.0%  0.0% 
Population not migrant and not asylum seeker  0.0%  0.0% 
  100.0%
 
Physical Impairment  0.0%  0.0% 
Mental Impairment  0.0%  0.0% 
Mental Illness  0.0%  0.0% 
Population not suffering from a disability  66.6%  33.4% 
  100.0% 
 
Substance abusers 0.0%  0.0% 
Homeless  0.0%  0.0% 
(Ex-)prisoners  0.0%  0.0% 
Other discriminated (religion, sexual orientation)  0.0%  0.0% 
Without such specific discriminations  66.6%  33.4% 
  100.0% 
 
< 25 year  0.0%  0.0% 
25 - 50 year  66.6%  33.4% 
> 50 year  0.0%  0.0% 
   100.0% 

Assistance to structures and systems and accompanying measures Rating
Support to entrepreneurship **
Discrimination and inequality in employment ****
Low qualification ****
Racial discrimination ***
Unemployment ****

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Empowerment

 

 With beneficiaries

Participation
Developing collective responsibility and capacity for action
Participation in running and evaluating activities

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The applicant of the project will enter into a contractual agreement with the members of the syndicate. The agreement will include the tasks and requrements of the partners.

The partners will have an assesment meeting once a month. All the partners are required to take part in these meetings, even if they did not carry out any tasks during the actual month. In case a partner, due to an objective reason, cannot appear at a regular meeting, he will be notified about the assessment and the activities for the following month in the form of an official report.

The contact person of the partnership will, either personally or on the telephone, get into contact with the coordinator of the program in order to solve the problems as soon as possible, in order to avoid any suffering of delay.

We work as a team considering the members of the syndicate as equal partners.

Taking into consideration time and fulfillment, the leader of the partnership, the actual applicant, has a decisive role and is responsible for the expenses incurred.

The co-operator should notify the main applicant within 5 days on the end results of the educational and training modules – both practical and theoretical. He is also required to report any problems that may arise, on the behaviour and advancement of the students (later workers). In case the main applicant is not completely satisfied with the activity of the partner, its efficiency, professionalism, the safety precautions taken during work and the quality of the education the trainees receive, furthermore he cannot be certain that the program would be able to achive the desired goals, he has the right to call these facts into the attention of the main applicant. In case the main applicant fails to correct these dificiencies following the second warning, the main applicant has the right to contract another partne.

Minutes should be kept on the final exams of the modules and on the assessment conferences. The minutes should be authenticated by the signatures of the persons present.

The financial situation of the project belongs to the main applicant’s authority. He is responsible for receiving the invoices of the partners and other contributors, and it is also his responsibility to forward these invoices towards the Principal. Following the completion of the project, a closing assessment will be held. The Principal retains the right to publish the written assessment. The closing assessment will be organized by the main applicant, following an agreement between the applicant and the Principal.

A participant has a right to decide in which vocation he wishes to take part. Besides, he has a right to stop the training if possessing a labour contract for over six months or an indefinite time.

 

 Between national partners

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2./ Roma Tehetséggondozó Kht.
Due to their intimate knowledge of the Roma minority – they speak the same language after all – it is impossible to go ahead with the project without them.
Task:
Schooling, selection, socialization at work and on the course, post-care. They study the development of the target group from the beginning to the end of the project. They practice post-care even after the fulfilling of the project.

3./ Capilano Kft.
Main activity is in catering
Task:
A frequent location for the on-site training of the innkeeper trainees, later they provide the traninees with jobs. Maintaining the place of work for the trainees on the basis of personal suitability.

4./ DÉSZ-KER Rt.
Main activity is in construction business.
Task:
To provide on-site training for the the traniees of vocation connected with construction. Later they provide the trainees with jobs. Maintaining the place of work for the traniees on the basis of personal suitability.


5./ KEVIÉP Kft.
Main activity is in construction business.
Task:
To provide on-site training for the the traniees of vocation connected with construction. Later they provide the trainees with jobs. Maintaining the place of work for the trainees on the basis of personal suitability.

6./Povolny Ferenc Szakképző Intézet
Main activity is in vocational training within the regular educational system.
Task:
Profesional overseeing of the vocational training, both during the theoretical and practical phases. They will organize the final exams, and issue the cerfificates according the regulations of the OKJ.

7./ Matúra és Natúra Endowment
Its personnel have considerable experience educating people outside the boundaries of the traditional educational system. They have conducted numerous successful projects financed by various Employment Offices, and the National Educational Fund.
Task:
Vocational training, organizing training of labour market and personality development.

8./ HUNÉP Kft.
Main activity is in construction business.
Task:
To provide on-site training for the trainees of vocation connected to construktion. Later they provide them with jobs. maintaining the place of work for the trainees on the basis of personal suitability.

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Transnationality

 

 Linguistic skills

  • English
  • Deutsch
  • français
  • italiano

 Percentage of the budget for transnational activities

  • 15.0%

 Transnational Co-operation Partnerships

Transnational Co-operation Agreement DPs involved

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Background

 

 Involvment in previous EU programmes

  • Nobody involved in A&E

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National Partners


Partner To be contacted for
DMJV. Önkormányzat Co-ordination of experimental activities
Design of the project
DP managing organisation
Transnational partnership
Capiláno Kft.
DÉSZ-KER Rt.
HUNÉP Rt.
KEVIÉP Kft.
Matúra és Natúra Endowment Evaluation
Monitoring, data collection
Povolny Ferenc Szakképző Intézet
Roma Tehetséggondozó Kht.

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Agreement Summary

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N/A

Last update: 20-12-2004 dot Top


DMJV. Önkormányzat


Kálvin tér 11.
H-4026 Debrecen

Tel:36-52-517-690
Fax:36-52-517-692
Email:nepjolet@ph.debrecen.hu

 
Responsibility in the DP: Co-ordination of experimental activities
Design of the project
DP managing organisation
Transnational partnership
Type of organisation:Public authority (national, regional, local)
Legal status:Public organisation
Size:Staff 50-250
NUTS code:
Date of joining / leaving:23-04-2002 /

Contact person(s)

Name First name Phone E-mail Responsibility
Békési Tiborlné 36-52-517-697 bekesi@ph.debrecen.hu coordination of the program

Last update: 20-12-2004 dot Top


Capiláno Kft.


Nagyerdei krt. 28.
H-4028 Debrecen

Tel:36-1-30-9252-800
Fax:
Email:

 
Responsibility in the DP:
Type of organisation:Enterprise
Legal status:Private
Size:Staff < 10
NUTS code:
Date of joining / leaving:23-04-2002 /

Text available in

Main activity is in catering
Task:
A frequent location for the on-site training of the innkeeper trainees, later they provide the traninees with jobs.



Contact person(s)

Name First name Phone E-mail Responsibility
Berecz Béla EQUAL

Last update: 20-12-2004 dot Top


DÉSZ-KER Rt.


Monostorpályi u. 7.
H-4030 Debrecen

Tel:36-52-417-716
Fax:36-52-541-071
Email:fonok@deszker.hu

 
Responsibility in the DP:
Type of organisation:Enterprise
Legal status:Private
Size:Staff 50-250
NUTS code:
Date of joining / leaving:23-04-2002 /

Text available in


Main activity is in construction business.
Task:
To provide on-site training for the the traniees of vocation connected with construction. Later they provide the trainees with jobs.



Contact person(s)

Name First name Phone E-mail Responsibility
Tóth Istvánné EQUAL

Last update: 20-12-2004 dot Top


HUNÉP Rt.


Simonffy u. 34-36
H-4025 Debrecen

Tel:36-52-418-155/130
Fax:36-52-413-292
Email:huneprt@debrecen.com

 
Responsibility in the DP:
Type of organisation:Enterprise
Legal status:Private
Size:Staff 50-250
NUTS code:
Date of joining / leaving:23-04-2002 /

Text available in



Main activity is in construction business.
Task:
To provide on-site training for the trainees of vocation connected to construktion. Later they provide them with jobs. maintaining the place of work for the trainees on the basis of personal suitability.



Contact person(s)

Name First name Phone E-mail Responsibility
Hóri Gyula EQUAL

Last update: 20-12-2004 dot Top


KEVIÉP Kft.


Széchenyi u. 46.
H-4025 Debrecen

Tel:36-52-513-718
Fax:36-52-513-723
Email:keviep@axelero.hu

 
Responsibility in the DP:
Type of organisation:Enterprise
Legal status:Private
Size:Staff 50-250
NUTS code:
Date of joining / leaving:23-04-2002 /

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To provide on-site training for the the traniees of vocation connected with construction. Later they provide the trainees with jobs. Maintaining the place of work for the trainees on the basis of personal suitability.



Contact person(s)

Name First name Phone E-mail Responsibility
Dede Tibor EQUAL

Last update: 20-12-2004 dot Top


Matúra és Natúra Endowment


Csapó u. 98.
H-4029 Debrecen

Tel:36-52-326-351
Fax:36-52-446-694
Email:

 
Responsibility in the DP: Evaluation
Monitoring, data collection
Type of organisation:Organisation providing support and guidance for disadvantaged groups
Legal status:Non-profit private organisation (including NGO...)
Size:Staff 10-50
NUTS code:
Date of joining / leaving:23-04-2002 /

Text available in



Its personnel have considerable experience educating people outside the boundaries of the traditional educational system. They have conducted numerous successful projects financed by various Employment Offices, and the National Educational Fund.



Contact person(s)

Name First name Phone E-mail Responsibility
Váradii György EQUAL

Last update: 20-12-2004 dot Top


Povolny Ferenc Szakképző Intézet


Kassai u. 25
H-4028 Debrecen

Tel:36-52-525-353
Fax:36-52-412-842
Email:suli426@debrecen.sulinet.hu

 
Responsibility in the DP:
Type of organisation:Education / training organisation
Legal status:Public organisation
Size:Staff 50-250
NUTS code:
Date of joining / leaving:23-04-2002 /

Text available in



Profesional overseeing of the vocational training, both during the theoretical and practical phases. They will organize the final exams, and issue the cerfificates according the regulations of the OKJ.



Contact person(s)

Name First name Phone E-mail Responsibility
Kovács Zsolt EQUAL

Last update: 20-12-2004 dot Top


Roma Tehetséggondozó Kht.


Csap u. 9.
H-4026 Debrecen

Tel:36-52-532-483
Fax:36-52-534-337
Email:istvanho@freemail.hu

 
Responsibility in the DP:
Type of organisation:Organisation providing support and guidance for disadvantaged groups
Legal status:Non-profit private organisation (including NGO...)
Size:Staff 50-250
NUTS code:
Date of joining / leaving:23-04-2002 /

Text available in

Due to their intimate knowledge of the Roma minority – they speak the same language after all – it is impossible to go ahead with the project without them.
Task:
Schooling, selection, socialization at work and on the course, post-care.



Contact person(s)

Name First name Phone E-mail Responsibility
Aba-Horváth István 36-52-532-483 istvanho@freemail.hu EQUAL

Last update: 20-12-2004 dot Top



 
 
 
 

 
 
 
 

 
 
 
 
Warning! This section is not meant to be read directly, but rather be navigated through from the main page above.
 
 
 
 

DMJV Onkormanyzat- Knowing how to work

Rationale

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Debrecen, die zweitgrösste Stadt Ungarns liegt im Komitat Hajdú-Bihar als eine einzigartige Ortschat, da di Einwohnerzahl der anderen Städte im Komitat kaum das Zehntel der Einwohner von Debrecen beträgt.
Wegen der „sozialistischen Industrialisierung” in grossem Masse von vielen Jahren wurde die Anzahl der Einwohner aufgeschwollen. Nach dieser Zeit verursachten die Wende und die Privatisation, die mit der Rationalisierung der Arbeistkraft verbunden war, die Arbeitslosigkeit der „Füllungsarbeitsnehmer”.

Nachdem sich die Wirtschaft vom Tiefpunkt nach oben gerückt hatte ud die Arbeitskraft zu den Ansprüchen des Arbeitsmarktes gerichtet worden war (wobei die Um- und Weiterbildung eine grosse Rolle spielte) ging die Arbeitslosigkeit bedeutend zurück. Laut der Angaben der sich in Debrecen befindenden Zweigstelle der Zetralstelle für Arbeitwesen des Komitats Hajdú-Bihar liegt die Rate für Arbeitslosigkeit bei 4,72 %, das in Hinsicht des ganzen Landes gar nicht als schlimm betrachtet werden kann. (Das ist eine Angabe vom Januar 2002. bezüglich der Stadt Debrecen.)

Die Rate für Arbeitslosigkeit selbst verrät aber weing über diejenige ethnische Gruppe der Zigeuner, die ein bedeutender und zur Zeit unumgänglicher Teil der Einwohner der Stadt Debrecen ist und sie zeigt auch nicht, was für eine Zukunft auf sie wartet.

Laut der Schätzung der örtlichen Selbstverwaltung für Zigeunerminderheit und der Roma Zivilvereine leben in Debrecen 12..000 Menchen roma Ursprungs, deren Verteilung nach beiden Geschlechten je 50 % ist.

Unter ihnen kann die Zahl der aktiven arbeistfähigen Bevölkerung auf 5.000 Personen geschätzt werden, aber es gibt unter ihnen nur etwa 0,5 % die über irgendeine Fachbildung verfügt. Es ist selbstverständlich, dass die Rate für Arbeitslosigkeit bei ihnen wegen diser Ursache hoch, bei 95% liegt. In diesem Sinne gibt es uter der 5.000 Personen, die arbeitsfähig sind 4.750 Personen, die arbeitslos sind. Doe Hauptursache davon ist die Unqualifizierung.

IHRE EINFOMMENQUELLE IST WIE FOLGT:
- Geldbeihilfe (Übergangshilfe, die Übernahme der Bezahlung der Nebenkosten, ausserordentliche Beihilfe)
- Familienzulage, Unterstützung für die Eischulung der Kinder
- Zusätzliche Familienzulage, Vergütungsgebühr für Kinderverköstigung
- Unterstützung für Kindererziehung
- Rente (Arbeitslosigkeitsrente, Rente wegen Arbeitsfähigkeitsverminderung)

Es stosst auf mehrfache Schwierigkeiten, den Menschen roma Ursprungs legale Einkommen zukommen zu lassen und sie zum Arbeitsmarkt zurückzuführen oder dorthin einzuführen.

- das Vorurteil der Arbeitgeber gegen Zigeuner, ihre „Unzuverlässigkeit”, die in erster Linie vermeint ist aber auch wahr ist,
- die Schulung und Unqualifizierung der roma Menschen, die auf niedrigem Niveau liegt,
- die ttraditionelle Lage der roma Menschen, die sich während der vergangenen langen Jahrhunderte so gestaltet war.

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Objective

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Zielsetzungen:

Aus dem Prinzip der Gleichberechtigkeit der Geschlechte ausgehend, versuchen wir es, für Männer und Frauen gleiche Chancen zu schaffen, deshalb beziehen sich die Bildung, die Beschäftigung und das Schaffen von Stellen sowohl auf Männer als auch auf Frauen.

Wir bieten den Männern, die das Schlusszeugnis der achtklassigen Grundschule haben, vier Bildungs- und Anstellungsmöglichkeiten. Alle vier Möglichkeiten Handgeschicklichkeit, Kreativität, Arbeit im Freien, die Liebe zu aktiven Tätigkeiten und relativ flexible Arbeitszeiten sichern.

Die Berufe für Zimmermann und Rüstmeister, Maurer, Eisenkonstrukteur sowie Klempner und Gebäudeklempner sind alle nicht nur im Komitat Hajdú-Bihar, sondern auch im ganzen Land Mangelberufe. Die Teilnehmer werden neben ihrer fachlichen Vorbereitung auch auf ihr erfolgreiches Erscheinen und auf ihre Konkurrenzfähigkeit auf dem Arbeitsmarkt vorbereitet.
Die Arbeitsmarktmoduln für Kommunikationsbildung, Suche nach Arbeitsplätze, Anpassung an der Gemeinschaft auf dem Arbeitsplatz, Lebensführung, Kenntnisse für Unternehmern usw. sind in unserem Bildungsplan angeführt, weil sie ihre Anstellung befördert bzw. sie ihnen dabei helfen, eventuell Unternehmer zu werden.

Die erfolgreiche Teilnahme an dem Arbeitsmarkt ist noch erbitternder in Anbetracht der Frauen roma Ursprungs als bei den roma Männern. Die Mehrheit hat nicht einmal die Grundschulausbildung. Es ist für sie aussichtslos, an der Fachbildung innerhalb des ungarischen Schulsystems teilzunehmen.

Die einzige Möglichkeit, die für sie übrigbleibt, ist Einzelunternehmer zu werden oder zu arbeiten.

Wenn sie in Arbeit treten, existiert die traditionelle Diskrimination noch immer stark. WENN DU KEINEN BERUF HAST, VERDIENST DU NUR DIE HAäLFTE! Wenn man einen Beruf hat, dann verdient man im besten Fall den Minimallohn. Die Mehrheit verfügt aber leider über keinen Beruf oder keine Fachausbildung.

Es dauert jahrzehntelang, bis diese Diskrimination aufgehoben wird. Das bedeutet aber nicht nur eine politische Angelegenheit, sondern es ist auch erforderlich, dass die ganze Bevölkerung der Zigeuner die feste Absicht und den starken Wille haben, ihr Bestes zu tun und sich der Gesellschaft anzupassen.

Da man über die Leistung der Fachbildung in dem ungarischen Schulsystem und über die Ansprüche des Marktes Bescheid weiss, sieht man, dass der Arbeitsmarkt solche fachlich ausgebildete Menschen braucht, die in den Fachgebieten der Berufe für Klempner, Gebäudeklempner sowie Zimmermann und Rüstmeister über Fachkenntnisse verfügende Arbeiter ihres eigenen Berufs werden.

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