Rationale

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JOBSIS EQUAL project addresses the problems that are caused by the ageing labour force in the field of social work and health care. Enough attention has not been paid to the work life balance issues and coping with the work, such as treatment and prevention of burn-out, stress and exhaustion at work. On the other hand, there is still a lot of unemployment, temporary employment and un-equality for example in form of low salaries.
The idea of life-long learning has not been followed: The unemployed and the temporarily employed do not have the possibility to obtain further training and education. The quality of the social and health care services is also threatened because of burn-out of the employees and backwardness of further training and education. There has not been a possibility to disseminate, mainstream and develop job rotation in the field of social work and health care: a broader co-operation and networking have been missing.

Objective

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-To diffuse and mainstream experiences and good practices of the job rotation model. To create a job rotation network in coooperation between the labour authority, employers, jobseekers and further education.
-To develop, together with the employers of social work and health services, the mentoring model into a support to professional staff returning to working life. Building indivdual paths for those returning to working life.
- To develop new forms of activity to help ageing social work and health care staff cope with their work, maintain their ability to work and avoid burn-out, among other things, by utilising the concept of Health and Life Style Center. Exchanging experiences with transnational partners.
-To promote social work and health care staff's return to working life. Particular attention is paid to the learning and know-how of an employee in fixed-term employment and under the threat of unemployment, who is returning to working life from child-care leave or from other activities. In addition, their resources and self-esteem are supported. Securing the presence of competence workforce for the labour market and preventing premature retirement.
-To assess the need for ADP-based service for jobseekers and employers in the field of social work and health services together with the labour authorities, the hospital district, Seinäjoki University of Applied Sciences (eRekrytori) and SONetBTNIA.
-To share the experiences of the transnational cooperation and to develop new operating models together, in order to improve the coping with work and welfare of ageing workforce (there is a separate agreement on the transnational plan).
-To assess the impact of the working methods used in the project on employment, know-how and coping with work.

Innovation

Budget Action 2

500 000 – 1 000 000 €

Beneficiaries

Empowerment

 With beneficiaries

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The Empowerment-process in JOBSIS-project: The culture in the health care and nursing and social welfare is based in communication - (democratical dialoque), self- (trust/participation), empowered self - (commitment/competence) - empowered selves - team work/quality - organisational well-being.

Only an empowered person can empower the others!

The aim of the empowering is both the individual and organisational welfare.

 Between national partners

N.C.

Transnationality

 Linguistic skills

• suomi
• English
• svenska
• Deutsch

 Percentage of the budget for transnational activities

• 10.0%

 Transnational Co-operation Partnerships

Background

 Involvment in previous EU programmes

• One partner involved in A&E

National Partners

Agreement Summary

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Our TCA Ageless at work is with the DPs Tic-Tock from UK-Great Britain and Ageing at work from France.

The common objectives:
The focus of the activities include:
1. Challenging and changing attitudes and cultures amongst governments, employer organisatioins, training providers and employees, and within society in general; in particular towards older workers and learners.
2. Analysing the conditions needed for improved employability of all workers; both older and younger, in companies, public sector and voluntary sector (including skill-updating, work organization, working enviroment, improved career opportunities, increasing motivation, systemic/organizational issues, mentoring and support, work-life balance and lifestyle), the messages for management and HR management
3. Development and provision of innovative ways of providing lifelong learning, for older workers - and their employers; increasing the number of older people in lifelong learning; assessing learning and skill needs; taking into aacount prior learning.
4 Finding ways of helping older people satay in work, motivated, happy, productive and 'redynamised'. The challenge is to get a higher share of those currently aged 55-64 to stay in work. Through changes engendered within the system, employers and employees, and the improved provision of information, advice and guidance
5.Finding ways of helping older people currently out of work, into appropriate work - overcoming the 'barriers'.The challenge is to enhance the employality of those in their 40s and 50s. Through changes engendered within the system, employers and employees, and the improved provision of information, advice and guidance
6 Sharing experience and skills between older and younger people - both 'ways'(including mentoring and coaching, job rotation, job-substitution) - this could be focussed on particular sectors.
7. Encouraging broader cooperation and networking between employers (including job rotation, sharing experience, sharing solutions, sharing employees, eg between different sectors, embedding opportunities for volunteering within employment.
8.Overcoming age-discrimination, gender-discrimination and discrimination against disadvantaged groups by employers and the 'system', promoting good practice in these areas.
9. Identifyuing mismatches between working demands and the capacity of elderly employees, and devising ways to alleviate such
10.Providing process guidance for intervention at the organisational level in order to make visible obstacles and dealing with them.

We are dealing in various sectors including: Companies, public seector organisations (health, care), labour market organisations, recruitment organisations, polytechnics, universities and research institutes and training services

Ageless at work will bring additional benefits to Jobsis by:
- providing access to a widerrange of expertise, experience, kowledge and'know-how' through proactive sharing of information, intelligence and innovation which focuses both upon similarities and uniqueness and seeks to transfer good practise
- implementing a range of 'transnational special interest groups' interacting through the web-based forum and meeting as appropriate
-enriching individuals and organizations culturally through introducing transnational dimensions to their development
- providing new opportunities for developing and trialing research and outputs
- parallel development of innovative products which can later become embedded in each of the DPs
- increasing scope for development of the DPs linking them with complimentary activities within the ttansnational partnership
- developing the 'European dimension' of the methodology, research and products within our work
Ageless at work (TCA) will build a new network of experience and cooperation between Finland, France and the UK, sharing experience, introducing new concepts and ideas in tune with issues of an ageing workforce and the effects on labour markets. This work will include a range of inter-related themes common to each DP.

R&D Centre for Social Welfare and Health, Seinajoki Polytechnic

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The objective of the Research and Development Centre for Social Welfare and Health (SoTe) at Seinajoki Polytechnic is to promote health and welfare of the population living in the area of South Ostrobothnia and to develop social welfare and health services as well as know-how of those working in the field. The centre has activities at the local, national and international level.

Contact person(s)

JOBSIS (Jobrotation mainstreaming, Sister - mentoring, Sister - empowering)