Q3707964 (Q3707964): Difference between revisions
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(Created claim: summary (P836): The operation: ‘Placement of employment at POTAGER MI-PLAINE’ is intended to recruit, under insertion contracts (CDDI of a minimum duration of 4 months, renewable), persons experiencing difficulties in accessing employment and eligible for integration through economic activity (IAE). These persons are placed in a working situation in the context of the production, packaging and sale of vegetables. The procedures for implementing the action are...) |
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The operation: ‘Placement of employment at POTAGER MI-PLAINE’ is intended to recruit, under insertion contracts (CDDI of a minimum duration of 4 months, renewable), persons experiencing difficulties in accessing employment and eligible for integration through economic activity (IAE). These persons are placed in a working situation in the context of the production, packaging and sale of vegetables. The procedures for implementing the action are as follows: 1/The socio-professional ENCADRMENT The objectives of enhanced socio-professional supervision are to enable each participant to: * Integrate a work unit as part of the journey to employment; * Allow the person to confront a recruitment procedure; * Support the re-learning of work rhythms; * Allow personal organisation during a job taking place; * Detect and guide for finding solutions to peripheral problems in employment; * Put into perspective avenues for professional integration. 2/EVALUATION OF COMPETENCES The aim of the action is to enable each participant to: * Regain self-confidence in the workplace in the face of learning; * Confront and strengthen your basic knowledge; * Comply with acquisition assessment and disclosure of capabilities and competencies; * Identify skills, including transferable skills, and learn to value them with potential employers; 3/PREPARATION TO THE SORTY OF SALARIES After removing the peripheral brakes likely to prevent or slow down the employee’s occupational integration or reintegration, the accompanying work focuses on actions and steps, depending on the opportunities of the labour market and training, promoting a return to employment or access to training, in order to prepare for his exit from the AIT. * Active job search or training using TREs (in-house, or externally on thematic workshops offered by the various actors in the territory) * Building bridges with other SIAEs (according to the project of the employee and opportunities of the SIAE network) * Linking on offers with companies (based, inter alia, on the mission of the CRE, Corporate Relations Officer, funded by the ESF) * Positioning on training offers (in collaboration with the various stakeholders concerned: training organisations, Employment Department, Local Mission, PIIER, PAPPE ACI, OPCA, etc. * Positioning on actions or events allowing a meeting with a potential employer or a training organisation (Cared, Dating, FORUM,...) (English) | |||||||||||||||
| Property / summary: The operation: ‘Placement of employment at POTAGER MI-PLAINE’ is intended to recruit, under insertion contracts (CDDI of a minimum duration of 4 months, renewable), persons experiencing difficulties in accessing employment and eligible for integration through economic activity (IAE). These persons are placed in a working situation in the context of the production, packaging and sale of vegetables. The procedures for implementing the action are as follows: 1/The socio-professional ENCADRMENT The objectives of enhanced socio-professional supervision are to enable each participant to: * Integrate a work unit as part of the journey to employment; * Allow the person to confront a recruitment procedure; * Support the re-learning of work rhythms; * Allow personal organisation during a job taking place; * Detect and guide for finding solutions to peripheral problems in employment; * Put into perspective avenues for professional integration. 2/EVALUATION OF COMPETENCES The aim of the action is to enable each participant to: * Regain self-confidence in the workplace in the face of learning; * Confront and strengthen your basic knowledge; * Comply with acquisition assessment and disclosure of capabilities and competencies; * Identify skills, including transferable skills, and learn to value them with potential employers; 3/PREPARATION TO THE SORTY OF SALARIES After removing the peripheral brakes likely to prevent or slow down the employee’s occupational integration or reintegration, the accompanying work focuses on actions and steps, depending on the opportunities of the labour market and training, promoting a return to employment or access to training, in order to prepare for his exit from the AIT. * Active job search or training using TREs (in-house, or externally on thematic workshops offered by the various actors in the territory) * Building bridges with other SIAEs (according to the project of the employee and opportunities of the SIAE network) * Linking on offers with companies (based, inter alia, on the mission of the CRE, Corporate Relations Officer, funded by the ESF) * Positioning on training offers (in collaboration with the various stakeholders concerned: training organisations, Employment Department, Local Mission, PIIER, PAPPE ACI, OPCA, etc. * Positioning on actions or events allowing a meeting with a potential employer or a training organisation (Cared, Dating, FORUM,...) (English) / rank | |||||||||||||||
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| Property / summary: The operation: ‘Placement of employment at POTAGER MI-PLAINE’ is intended to recruit, under insertion contracts (CDDI of a minimum duration of 4 months, renewable), persons experiencing difficulties in accessing employment and eligible for integration through economic activity (IAE). These persons are placed in a working situation in the context of the production, packaging and sale of vegetables. The procedures for implementing the action are as follows: 1/The socio-professional ENCADRMENT The objectives of enhanced socio-professional supervision are to enable each participant to: * Integrate a work unit as part of the journey to employment; * Allow the person to confront a recruitment procedure; * Support the re-learning of work rhythms; * Allow personal organisation during a job taking place; * Detect and guide for finding solutions to peripheral problems in employment; * Put into perspective avenues for professional integration. 2/EVALUATION OF COMPETENCES The aim of the action is to enable each participant to: * Regain self-confidence in the workplace in the face of learning; * Confront and strengthen your basic knowledge; * Comply with acquisition assessment and disclosure of capabilities and competencies; * Identify skills, including transferable skills, and learn to value them with potential employers; 3/PREPARATION TO THE SORTY OF SALARIES After removing the peripheral brakes likely to prevent or slow down the employee’s occupational integration or reintegration, the accompanying work focuses on actions and steps, depending on the opportunities of the labour market and training, promoting a return to employment or access to training, in order to prepare for his exit from the AIT. * Active job search or training using TREs (in-house, or externally on thematic workshops offered by the various actors in the territory) * Building bridges with other SIAEs (according to the project of the employee and opportunities of the SIAE network) * Linking on offers with companies (based, inter alia, on the mission of the CRE, Corporate Relations Officer, funded by the ESF) * Positioning on training offers (in collaboration with the various stakeholders concerned: training organisations, Employment Department, Local Mission, PIIER, PAPPE ACI, OPCA, etc. * Positioning on actions or events allowing a meeting with a potential employer or a training organisation (Cared, Dating, FORUM,...) (English) / qualifier | |||||||||||||||
point in time: 22 November 2021
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Revision as of 13:14, 22 November 2021
Project Q3707964 in France
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | No label defined |
Project Q3707964 in France |
Statements
52,001.9 Euro
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322,993.18 Euro
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16.10 percent
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1 January 2019
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31 December 2019
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Initiatives Développement Emploi & Orientations
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L'opération : «Mise en situation de travail au POTAGER MI-PLAINE» a pour objet le recrutement, sous des contrats d'insertion (CDDI d'une durée minimale de 4 mois, renouvelable), des personnes rencontrant des difficultés pour accéder à l'emploi et éligibles à l'insertion par l'activité économique (IAE). Ces personnes sont mises en situation de travail dans le cadre d'une activité de production, de conditionnement et de vente des légumes. Les modalités de mise en oeuvre de l'action se déclinent comme suit: 1/ L'ENCADREMENT SOCIOPROFESSIONNEL Les objectifs de l'encadrement socioprofessionnel renforcé consistent à permettre à chaque participant de : * Intégrer une unité de travail dans le cadre du parcours vers l'emploi ; * Permettre à la personne de se confronter à une procédure de recrutement ; * Soutenir le réapprentissage des rythmes de travail ; * Permettre l'organisation personnelle pendant une prise de poste; * Détecter et orienter pour la recherche de solutions face aux problématiques périphériques à l'emploi; * Mettre en perspectives des pistes d'insertion professionnelle. 2/ EVALUATION DES COMPETENCES L'action vise à permettre à chaque participant de : * Reprendre confiance en soi en milieu de travail face aux apprentissages ; * Se confronter et conforter ses savoirs de base ; * Se conformer à l'évaluation d'acquisition et à la révélation de capacités et de compétences ; * Identifier ses compétences et notamment les compétences transférables et apprendre à les valoriser auprès des employeurs potentiels; 3/ PREPARATION A LA SORTIE DES SALARIES Après avoir levé les freins périphériques susceptibles d'empêcher ou de ralentir l'insertion ou réinsertion professionnelle du salarié, le travail d'accompagnement met l'accent sur des actions et des démarches, selon les opportunités du marché de l'emploi et de la formation, favorisant un retour à l'emploi ou un accès à la formation, dans l'objectif de préparer sa sortie de l'ACI. les différentes étapes peuvent se décliner comme suit: * Recherche active d’emploi ou de formation à l’aide des TRE (en interne, ou en externe sur des ateliers thématiques proposés par les différents acteurs du territoire) * Etablissement de passerelles avec d’autres SIAE (selon le projet du salarié et des opportunités du réseau SIAE) * Mise en relation sur offres avec des entreprises (en s'appuyant, entre autres, sur la mission du CRE, Chargé de Relations Entreprises, financée par le FSE) * Positionnement sur des offres de formation (en collaboration avec les différents acteurs concernés: organismes de formations, Pôle Emploi, Mission Locale, le dispositif PIIER, PAPPE ACI, OPCA, ...) * Positionnement sur des actions ou événements permettant une rencontre avec un employeur potentiel ou un organisme de formation (CARED, Dating, FORUM, …) (French)
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The operation: ‘Placement of employment at POTAGER MI-PLAINE’ is intended to recruit, under insertion contracts (CDDI of a minimum duration of 4 months, renewable), persons experiencing difficulties in accessing employment and eligible for integration through economic activity (IAE). These persons are placed in a working situation in the context of the production, packaging and sale of vegetables. The procedures for implementing the action are as follows: 1/The socio-professional ENCADRMENT The objectives of enhanced socio-professional supervision are to enable each participant to: * Integrate a work unit as part of the journey to employment; * Allow the person to confront a recruitment procedure; * Support the re-learning of work rhythms; * Allow personal organisation during a job taking place; * Detect and guide for finding solutions to peripheral problems in employment; * Put into perspective avenues for professional integration. 2/EVALUATION OF COMPETENCES The aim of the action is to enable each participant to: * Regain self-confidence in the workplace in the face of learning; * Confront and strengthen your basic knowledge; * Comply with acquisition assessment and disclosure of capabilities and competencies; * Identify skills, including transferable skills, and learn to value them with potential employers; 3/PREPARATION TO THE SORTY OF SALARIES After removing the peripheral brakes likely to prevent or slow down the employee’s occupational integration or reintegration, the accompanying work focuses on actions and steps, depending on the opportunities of the labour market and training, promoting a return to employment or access to training, in order to prepare for his exit from the AIT. * Active job search or training using TREs (in-house, or externally on thematic workshops offered by the various actors in the territory) * Building bridges with other SIAEs (according to the project of the employee and opportunities of the SIAE network) * Linking on offers with companies (based, inter alia, on the mission of the CRE, Corporate Relations Officer, funded by the ESF) * Positioning on training offers (in collaboration with the various stakeholders concerned: training organisations, Employment Department, Local Mission, PIIER, PAPPE ACI, OPCA, etc. * Positioning on actions or events allowing a meeting with a potential employer or a training organisation (Cared, Dating, FORUM,...) (English)
22 November 2021
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Identifiers
201805228
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