Support for the employment and qualification of employees in integration (Q3672424): Difference between revisions
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(Changed label, description and/or aliases in en: translated_label) |
(Created claim: summary (P836): The first step of an insertion path, COOP’AGIR Interfringue is agreed by the State as Workshop and Site of Insertion. The salarie association accompanies and trains people particularly remote from the labour market (low level of qualification and mastery of basic knowledge, lack of work experience, road accidents, long-term unemployment, accumulation of barriers to access to employment such as housing, budget, health, debt, beneficiaries of soci...) |
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The first step of an insertion path, COOP’AGIR Interfringue is agreed by the State as Workshop and Site of Insertion. The salarie association accompanies and trains people particularly remote from the labour market (low level of qualification and mastery of basic knowledge, lack of work experience, road accidents, long-term unemployment, accumulation of barriers to access to employment such as housing, budget, health, debt, beneficiaries of social minimums, etc.). The mission of the integration site is to propose a return to work close to the ordinary working conditions, adapted to each individual situation, which allows everyone to reconnect with the values of “work” and professional knowledge (team work, pace of work, respect for working hours, instructions and regulations related to work, self-confidence, social link, gestures and postures,...) to acquire basic knowledge, to develop and develop transferable skills, to identify and remove barriers to access to employment, to develop and target a professional project. This individualised process and the provision of Interfringue services aim to promote access to more sustainable employment or access to training/qualification. Interfringue’s economic activities enable employees in integration to professionalise and develop professional knowledge, skills and skills in the areas of sales (shopping, customer reception, merchandising, cash-dressing), production agents (sorting, handling, quality control, packaging), shopping (order preparation, handling) and transport (driver/deliverer positions). The acquisition of skills and the progress of each employee in his or her job are attested and evaluated by Interfringue’s management team throughout the integration process. This allows each employee to value them to potential future employers. Individualised socio-professional support is organised around two types of action, which can be offered to employees in integration, in a complementary or consecutive manner, depending on the maturity and stage of progress of their professional project: work on the development of the professional project and the gateway to the enterprise and access to employment and/or qualification: * Action 4 X plus (1st stage) * Action Espaces des métiers (2nd stage) **_Action Course 4 x Plus_** The first stage of the Interfringue integration pathway, this support aims to welcome long-term jobseekers, encountering different barriers to accessing employment and to offer them a job, a professional and professional setting contributing to the success of a stage of their integration. This specific socio-professional support is offered under the first insertion contract (CDDI at 26 hours per week). This support is based on the ADVP method. 4 axes will be worked collectively or individually: * _Working on social skills and removing barriers to employment._ * _ Adapt to a job._ * _Reply, identify and formalise skills acquired and to be acquired._ _Promoting access to basic knowledge._ _ Operational objectives_ Use work situations and company visits to enable employees in integration: —to become familiar with and to know the occupations inherent in the vocational streams — to position oneself on a job and to understand its peripheral requirements and constraints — to test and validate a professional project which commits them to a job — to evaluate his professional skills and competences related to the job concerned (in particular by integrating the transferability of certain skills) -to prepare the first level of qualification of the profession concerned and/or the pre-required for entry into qualifying training — to confront the reality of the trade by a period of immersion in a company -to obtain a first recognition of skills in the profession concerned (see certifying them by an outside body). 4 steps will be proposed 1. positioning on the business area with evaluation of the project 2. valorisation and acquisition of skills 3. research of a company for a period of immersion in the company and activation of job search and situation under normal working and production conditions 4. validation of a first level of qualification/skills. _**Action Espace des Métiers**_ Once the professional project has been defined, it is necessary to be able to validate it. This is why it will be proposed to employees in Interfringue’s integration a complementary action to confront the professional project of each participant with the constraints and requirements (English) | |||||||||||||||
| Property / summary: The first step of an insertion path, COOP’AGIR Interfringue is agreed by the State as Workshop and Site of Insertion. The salarie association accompanies and trains people particularly remote from the labour market (low level of qualification and mastery of basic knowledge, lack of work experience, road accidents, long-term unemployment, accumulation of barriers to access to employment such as housing, budget, health, debt, beneficiaries of social minimums, etc.). The mission of the integration site is to propose a return to work close to the ordinary working conditions, adapted to each individual situation, which allows everyone to reconnect with the values of “work” and professional knowledge (team work, pace of work, respect for working hours, instructions and regulations related to work, self-confidence, social link, gestures and postures,...) to acquire basic knowledge, to develop and develop transferable skills, to identify and remove barriers to access to employment, to develop and target a professional project. This individualised process and the provision of Interfringue services aim to promote access to more sustainable employment or access to training/qualification. Interfringue’s economic activities enable employees in integration to professionalise and develop professional knowledge, skills and skills in the areas of sales (shopping, customer reception, merchandising, cash-dressing), production agents (sorting, handling, quality control, packaging), shopping (order preparation, handling) and transport (driver/deliverer positions). The acquisition of skills and the progress of each employee in his or her job are attested and evaluated by Interfringue’s management team throughout the integration process. This allows each employee to value them to potential future employers. Individualised socio-professional support is organised around two types of action, which can be offered to employees in integration, in a complementary or consecutive manner, depending on the maturity and stage of progress of their professional project: work on the development of the professional project and the gateway to the enterprise and access to employment and/or qualification: * Action 4 X plus (1st stage) * Action Espaces des métiers (2nd stage) **_Action Course 4 x Plus_** The first stage of the Interfringue integration pathway, this support aims to welcome long-term jobseekers, encountering different barriers to accessing employment and to offer them a job, a professional and professional setting contributing to the success of a stage of their integration. This specific socio-professional support is offered under the first insertion contract (CDDI at 26 hours per week). This support is based on the ADVP method. 4 axes will be worked collectively or individually: * _Working on social skills and removing barriers to employment._ * _ Adapt to a job._ * _Reply, identify and formalise skills acquired and to be acquired._ _Promoting access to basic knowledge._ _ Operational objectives_ Use work situations and company visits to enable employees in integration: —to become familiar with and to know the occupations inherent in the vocational streams — to position oneself on a job and to understand its peripheral requirements and constraints — to test and validate a professional project which commits them to a job — to evaluate his professional skills and competences related to the job concerned (in particular by integrating the transferability of certain skills) -to prepare the first level of qualification of the profession concerned and/or the pre-required for entry into qualifying training — to confront the reality of the trade by a period of immersion in a company -to obtain a first recognition of skills in the profession concerned (see certifying them by an outside body). 4 steps will be proposed 1. positioning on the business area with evaluation of the project 2. valorisation and acquisition of skills 3. research of a company for a period of immersion in the company and activation of job search and situation under normal working and production conditions 4. validation of a first level of qualification/skills. _**Action Espace des Métiers**_ Once the professional project has been defined, it is necessary to be able to validate it. This is why it will be proposed to employees in Interfringue’s integration a complementary action to confront the professional project of each participant with the constraints and requirements (English) / rank | |||||||||||||||
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| Property / summary: The first step of an insertion path, COOP’AGIR Interfringue is agreed by the State as Workshop and Site of Insertion. The salarie association accompanies and trains people particularly remote from the labour market (low level of qualification and mastery of basic knowledge, lack of work experience, road accidents, long-term unemployment, accumulation of barriers to access to employment such as housing, budget, health, debt, beneficiaries of social minimums, etc.). The mission of the integration site is to propose a return to work close to the ordinary working conditions, adapted to each individual situation, which allows everyone to reconnect with the values of “work” and professional knowledge (team work, pace of work, respect for working hours, instructions and regulations related to work, self-confidence, social link, gestures and postures,...) to acquire basic knowledge, to develop and develop transferable skills, to identify and remove barriers to access to employment, to develop and target a professional project. This individualised process and the provision of Interfringue services aim to promote access to more sustainable employment or access to training/qualification. Interfringue’s economic activities enable employees in integration to professionalise and develop professional knowledge, skills and skills in the areas of sales (shopping, customer reception, merchandising, cash-dressing), production agents (sorting, handling, quality control, packaging), shopping (order preparation, handling) and transport (driver/deliverer positions). The acquisition of skills and the progress of each employee in his or her job are attested and evaluated by Interfringue’s management team throughout the integration process. This allows each employee to value them to potential future employers. Individualised socio-professional support is organised around two types of action, which can be offered to employees in integration, in a complementary or consecutive manner, depending on the maturity and stage of progress of their professional project: work on the development of the professional project and the gateway to the enterprise and access to employment and/or qualification: * Action 4 X plus (1st stage) * Action Espaces des métiers (2nd stage) **_Action Course 4 x Plus_** The first stage of the Interfringue integration pathway, this support aims to welcome long-term jobseekers, encountering different barriers to accessing employment and to offer them a job, a professional and professional setting contributing to the success of a stage of their integration. This specific socio-professional support is offered under the first insertion contract (CDDI at 26 hours per week). This support is based on the ADVP method. 4 axes will be worked collectively or individually: * _Working on social skills and removing barriers to employment._ * _ Adapt to a job._ * _Reply, identify and formalise skills acquired and to be acquired._ _Promoting access to basic knowledge._ _ Operational objectives_ Use work situations and company visits to enable employees in integration: —to become familiar with and to know the occupations inherent in the vocational streams — to position oneself on a job and to understand its peripheral requirements and constraints — to test and validate a professional project which commits them to a job — to evaluate his professional skills and competences related to the job concerned (in particular by integrating the transferability of certain skills) -to prepare the first level of qualification of the profession concerned and/or the pre-required for entry into qualifying training — to confront the reality of the trade by a period of immersion in a company -to obtain a first recognition of skills in the profession concerned (see certifying them by an outside body). 4 steps will be proposed 1. positioning on the business area with evaluation of the project 2. valorisation and acquisition of skills 3. research of a company for a period of immersion in the company and activation of job search and situation under normal working and production conditions 4. validation of a first level of qualification/skills. _**Action Espace des Métiers**_ Once the professional project has been defined, it is necessary to be able to validate it. This is why it will be proposed to employees in Interfringue’s integration a complementary action to confront the professional project of each participant with the constraints and requirements (English) / qualifier | |||||||||||||||
point in time: 29 November 2021
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Revision as of 13:04, 29 November 2021
Project Q3672424 in France
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Support for the employment and qualification of employees in integration |
Project Q3672424 in France |
Statements
69,996.3 Euro
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161,022.08 Euro
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43.47 percent
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1 January 2015
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31 December 2015
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ASSOCIATION COOPAGIR Interfringue
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1ère marche d’un parcours d’insertion, COOP'AGIR Interfringue est conventionnée par l'Etat comme Atelier et Chantier d'Insertion. L'association salarie, accompagne et forme des personnes particulièrement éloignées du marché du travail (faible niveau de qualification et maîtrise des savoirs de base, manque d’expérience professionnelle, accidents de parcours, chômage de longue durée, cumul de freins d'accès à l'emploi tels que le logement, le budget, la santé, l'endettement, bénéficiaires de minima sociaux, ...). La mission du chantier d’insertion est de proposer une reprise d’activité professionnelle proche des conditions ordinaires de travail, adaptée à chaque situation individuelle, qui permette à chacun de renouer avec les valeurs « travail » et les savoir- être professionnels (travail en équipe, rythme de travail, respects des horaires, consignes et réglementation liées au travail, confiance en soi, lien social, gestes et postures,...) d’acquérir des savoirs de base, de valoriser et développer des compétences transférables, d’identifier et lever les freins d’accès à l’emploi, d’élaborer et cibler un projet professionnel. Ce processus individualisé et l’offre de services d’Interfringue visent à favoriser l’accès à un emploi plus pérenne ou l’accès à une formation / à une qualification. Les activités économiques d’Interfringue permettent aux salariés en insertion la professionnalisation et de développer des savoir-être, compétences et aptitudes professionnelles dans les secteurs de la vente (mise en rayon, accueil clientèle, marchandisage, tenue de caisse), d’agent de production (tri, manutention, contrôle qualité, conditionnement), du magasinage (préparation de commande, manutention) et du transport (postes de chauffeur/livreur VL). L’acquisition de compétences et la progression de chaque salarié sur son poste de travail sont attestées et évaluées par l’équipe d’encadrement d’Interfringue tout au long du parcours d’insertion. Cela permet à chaque salarié de les valoriser auprès de potentiels futurs employeurs. L’accompagnement socioprofessionnel individualisé s’articule autours de deux types d’action, qui peuvent être proposées aux salariés en insertion, de manière complémentaire ou consécutive, en fonction de la maturité et du stade d’avancement de leur projet professionnel: le travail sur l'élaboration du projet professionnel et la passerelle vers l'entreprise et l'accès à l'emploi et/ou la qualification: * Action 4 X plus (1ère étape) * Action Espaces des métiers (2ème étape) **_Action Parcours 4 x Plus_** Première étape du parcours d'insertion à Interfringue, cet accompagnement a pour objectif d’accueillir des demandeurs d’emploi de longue durée, rencontrant différents freins d’accès à l’emploi et de leur offrir un emploi, un cadre professionnel et professionnalisant contribuant à la réussite d’une étape de leur parcours d’insertion. Cet accompagnement socioprofessionnel spécifique est proposé dans le cadre du premier contrat d’insertion (CDDI à 26 heures hebdomadaires). Cet accompagnement repose sur la méthode ADVP. 4 axes seront travaillés de manière collective ou individuelle: * _Travailler la qualification sociale et la levée des freins à l’emploi._ * _S’adapter à un poste de travail._ * _Repérer, identifier et formaliser les compétences acquises et à acquérir._ * _Favoriser l'accès aux savoirs de base._ _Objectifs opérationnels_ Utiliser les mises en situation de travail et les visites d'entreprises pour permettre aux salariés en insertion : -de se familiariser et connaître les métiers inhérents aux filières professionnelles -de se positionner sur un métier et d’en appréhender les exigences et contraintes périphériques -de tester et valider un projet professionnel qui les engage sur un emploi -d’évaluer ses aptitudes professionnelles et compétences liées à l’emploi visé (notamment en intégrant la transférabilité de certaines compétences) -de préparer le premier niveau de qualification du métier visé et / ou les pré- requis pour entrer en formation qualifiante -de se confronter à la réalité du métier par une période d’immersion en entreprise -d’obtenir une première reconnaissance de compétences dans le métier visé (voir de les attester par un organisme extérieur). 4 étapes seront proposées 1. positionnement sur l’espace métiers avec évaluation du projet 2. valorisation et acquisition de compétences 3. recherche d’une entreprise pour une période d’immersion en entreprise et activation de la recherche d’emploi et mise en situation dans les conditions ordinaires de travail et de production 4. validation d’un premier niveau de qualification/compétences. _**Action Espace des Métiers**_ Une fois le projet professionnel défini, il est nécessaire de pouvoir le valider. C’est pourquoi, il sera proposé aux salariés en insertion d’Interfringue une action complémentaire permettant de confronter le projet professionnel de chaque participant aux contraintes et exigences (French)
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The first step of an insertion path, COOP’AGIR Interfringue is agreed by the State as Workshop and Site of Insertion. The salarie association accompanies and trains people particularly remote from the labour market (low level of qualification and mastery of basic knowledge, lack of work experience, road accidents, long-term unemployment, accumulation of barriers to access to employment such as housing, budget, health, debt, beneficiaries of social minimums, etc.). The mission of the integration site is to propose a return to work close to the ordinary working conditions, adapted to each individual situation, which allows everyone to reconnect with the values of “work” and professional knowledge (team work, pace of work, respect for working hours, instructions and regulations related to work, self-confidence, social link, gestures and postures,...) to acquire basic knowledge, to develop and develop transferable skills, to identify and remove barriers to access to employment, to develop and target a professional project. This individualised process and the provision of Interfringue services aim to promote access to more sustainable employment or access to training/qualification. Interfringue’s economic activities enable employees in integration to professionalise and develop professional knowledge, skills and skills in the areas of sales (shopping, customer reception, merchandising, cash-dressing), production agents (sorting, handling, quality control, packaging), shopping (order preparation, handling) and transport (driver/deliverer positions). The acquisition of skills and the progress of each employee in his or her job are attested and evaluated by Interfringue’s management team throughout the integration process. This allows each employee to value them to potential future employers. Individualised socio-professional support is organised around two types of action, which can be offered to employees in integration, in a complementary or consecutive manner, depending on the maturity and stage of progress of their professional project: work on the development of the professional project and the gateway to the enterprise and access to employment and/or qualification: * Action 4 X plus (1st stage) * Action Espaces des métiers (2nd stage) **_Action Course 4 x Plus_** The first stage of the Interfringue integration pathway, this support aims to welcome long-term jobseekers, encountering different barriers to accessing employment and to offer them a job, a professional and professional setting contributing to the success of a stage of their integration. This specific socio-professional support is offered under the first insertion contract (CDDI at 26 hours per week). This support is based on the ADVP method. 4 axes will be worked collectively or individually: * _Working on social skills and removing barriers to employment._ * _ Adapt to a job._ * _Reply, identify and formalise skills acquired and to be acquired._ _Promoting access to basic knowledge._ _ Operational objectives_ Use work situations and company visits to enable employees in integration: —to become familiar with and to know the occupations inherent in the vocational streams — to position oneself on a job and to understand its peripheral requirements and constraints — to test and validate a professional project which commits them to a job — to evaluate his professional skills and competences related to the job concerned (in particular by integrating the transferability of certain skills) -to prepare the first level of qualification of the profession concerned and/or the pre-required for entry into qualifying training — to confront the reality of the trade by a period of immersion in a company -to obtain a first recognition of skills in the profession concerned (see certifying them by an outside body). 4 steps will be proposed 1. positioning on the business area with evaluation of the project 2. valorisation and acquisition of skills 3. research of a company for a period of immersion in the company and activation of job search and situation under normal working and production conditions 4. validation of a first level of qualification/skills. _**Action Espace des Métiers**_ Once the professional project has been defined, it is necessary to be able to validate it. This is why it will be proposed to employees in Interfringue’s integration a complementary action to confront the professional project of each participant with the constraints and requirements (English)
29 November 2021
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Identifiers
201503172
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