Q3673150 (Q3673150): Difference between revisions
Jump to navigation
Jump to search
(Changed label, description and/or aliases in en: Setting new description) |
(Created claim: summary (P836): **Targeted public**: The aim of our operation is to support people furthest from employment: * Recipients of social minima * Long-term job seekers * People in difficulty of social and occupational integration All of these persons are guided by the PLIE, and therefore eligible for the ESF measure. Thus our operation falls within the horizontal priority “equal opportunities” Within our structure, the support of people relies on the skills and...) |
||||||||||||||
| Property / summary | |||||||||||||||
**Targeted public**: The aim of our operation is to support people furthest from employment: * Recipients of social minima * Long-term job seekers * People in difficulty of social and occupational integration All of these persons are guided by the PLIE, and therefore eligible for the ESF measure. Thus our operation falls within the horizontal priority “equal opportunities” Within our structure, the support of people relies on the skills and know-being identified on the site in order to make a project emerge taking into account the various barriers linked to employment, whether they are social or professional. This diagnosis makes it possible to identify training needs. The inclusion of people in difficulty with employment depends in particular on a better knowledge of the company and of the social behaviours necessary for a successful adaptation to the future job. The operation is for Chamois to improve the route engineering and its implementation with the eligible public. **Improvement of route engineering**: * In Chamois, we have an accompaniment that meets the expectations of future employers. Companies are interested in behaviours and adaptability of individuals as well as skills. That is why Chamois develops a “competence portfolio”, it is a personalised pathway of integration through work: * The Socioprofessional Accompagnator and the people on the path identify the assets and its development paths and sets a goal. * With the mentoring team, they build a development path and strengthen the person’s skills. * The employee develops his versatility and validates professional attitudes. **To do this we implement an individualised and reinforced career path towards employment, with validation of professional know-how**: * The individualised interview of persons eligible for the PLIE allows them to be guided by the identification of their needs and professional expectations. The partner relationship with the PLIE provides a quality shared diagnosis of people prior to their orientation. This will take place before the contract is signed to validate the involvement of people in the job support scheme, with the socio-professional worker and the technical coordinator: **_Home Phase_** with the socio-professional accompaniment and the head of the Technical Officers: * presentation of the structure of the organisation chart, the accompanying process with the ASP, presentation of the Technical Officers, the administrative team and volunteers, ensuring that the person has become aware of his/her obligations, the role of the referent and the different stages of the PLIE. * Delivery of the booklet of the Chamois employee, * Signature of the employment contract, * Presentation and signature of the contract of employment to the PLIE action of the Territory of Belfort, * identification sheet and limitation reference PLIE, * Contract of employment of the Chamois — Environment structure, * surrender of the rules of procedure, * delivery of the monthly work schedule, * Information on the financing of the ESF financial contribution to the participants. * Perception of workwear and locker room with receipt, * Visit to premises and workshops, _**Accompanying phase:**_ Presentation of the portfolio of competence_: * Need to “know” by identifying “know-being” and “know-doing”, identify the knowledge that is mobilised in carrying out a professional task. * Know how to position yourself and recognise your skills from a job sheet or job offer. * Know how to identify its strengths, and those to be consolidated to build a specific measurable, attainable, realistic and time-managed objective. Support will be strengthened and adapted according to the situation of the person and his/her involvement in his/her desire to co-build his or her competence with all the actors involved in integration. _Start of the booklet_: * Self-positioning of the employee, * Diagnostic of the staff “I evaluate myself” * positioning in his knowledge to be and know-how by colors that will evolve at the rhythms of the phases of accompaniment, putting in front of the employee his evolution throughout his journey (English) | |||||||||||||||
| Property / summary: **Targeted public**: The aim of our operation is to support people furthest from employment: * Recipients of social minima * Long-term job seekers * People in difficulty of social and occupational integration All of these persons are guided by the PLIE, and therefore eligible for the ESF measure. Thus our operation falls within the horizontal priority “equal opportunities” Within our structure, the support of people relies on the skills and know-being identified on the site in order to make a project emerge taking into account the various barriers linked to employment, whether they are social or professional. This diagnosis makes it possible to identify training needs. The inclusion of people in difficulty with employment depends in particular on a better knowledge of the company and of the social behaviours necessary for a successful adaptation to the future job. The operation is for Chamois to improve the route engineering and its implementation with the eligible public. **Improvement of route engineering**: * In Chamois, we have an accompaniment that meets the expectations of future employers. Companies are interested in behaviours and adaptability of individuals as well as skills. That is why Chamois develops a “competence portfolio”, it is a personalised pathway of integration through work: * The Socioprofessional Accompagnator and the people on the path identify the assets and its development paths and sets a goal. * With the mentoring team, they build a development path and strengthen the person’s skills. * The employee develops his versatility and validates professional attitudes. **To do this we implement an individualised and reinforced career path towards employment, with validation of professional know-how**: * The individualised interview of persons eligible for the PLIE allows them to be guided by the identification of their needs and professional expectations. The partner relationship with the PLIE provides a quality shared diagnosis of people prior to their orientation. This will take place before the contract is signed to validate the involvement of people in the job support scheme, with the socio-professional worker and the technical coordinator: **_Home Phase_** with the socio-professional accompaniment and the head of the Technical Officers: * presentation of the structure of the organisation chart, the accompanying process with the ASP, presentation of the Technical Officers, the administrative team and volunteers, ensuring that the person has become aware of his/her obligations, the role of the referent and the different stages of the PLIE. * Delivery of the booklet of the Chamois employee, * Signature of the employment contract, * Presentation and signature of the contract of employment to the PLIE action of the Territory of Belfort, * identification sheet and limitation reference PLIE, * Contract of employment of the Chamois — Environment structure, * surrender of the rules of procedure, * delivery of the monthly work schedule, * Information on the financing of the ESF financial contribution to the participants. * Perception of workwear and locker room with receipt, * Visit to premises and workshops, _**Accompanying phase:**_ Presentation of the portfolio of competence_: * Need to “know” by identifying “know-being” and “know-doing”, identify the knowledge that is mobilised in carrying out a professional task. * Know how to position yourself and recognise your skills from a job sheet or job offer. * Know how to identify its strengths, and those to be consolidated to build a specific measurable, attainable, realistic and time-managed objective. Support will be strengthened and adapted according to the situation of the person and his/her involvement in his/her desire to co-build his or her competence with all the actors involved in integration. _Start of the booklet_: * Self-positioning of the employee, * Diagnostic of the staff “I evaluate myself” * positioning in his knowledge to be and know-how by colors that will evolve at the rhythms of the phases of accompaniment, putting in front of the employee his evolution throughout his journey (English) / rank | |||||||||||||||
Normal rank | |||||||||||||||
| Property / summary: **Targeted public**: The aim of our operation is to support people furthest from employment: * Recipients of social minima * Long-term job seekers * People in difficulty of social and occupational integration All of these persons are guided by the PLIE, and therefore eligible for the ESF measure. Thus our operation falls within the horizontal priority “equal opportunities” Within our structure, the support of people relies on the skills and know-being identified on the site in order to make a project emerge taking into account the various barriers linked to employment, whether they are social or professional. This diagnosis makes it possible to identify training needs. The inclusion of people in difficulty with employment depends in particular on a better knowledge of the company and of the social behaviours necessary for a successful adaptation to the future job. The operation is for Chamois to improve the route engineering and its implementation with the eligible public. **Improvement of route engineering**: * In Chamois, we have an accompaniment that meets the expectations of future employers. Companies are interested in behaviours and adaptability of individuals as well as skills. That is why Chamois develops a “competence portfolio”, it is a personalised pathway of integration through work: * The Socioprofessional Accompagnator and the people on the path identify the assets and its development paths and sets a goal. * With the mentoring team, they build a development path and strengthen the person’s skills. * The employee develops his versatility and validates professional attitudes. **To do this we implement an individualised and reinforced career path towards employment, with validation of professional know-how**: * The individualised interview of persons eligible for the PLIE allows them to be guided by the identification of their needs and professional expectations. The partner relationship with the PLIE provides a quality shared diagnosis of people prior to their orientation. This will take place before the contract is signed to validate the involvement of people in the job support scheme, with the socio-professional worker and the technical coordinator: **_Home Phase_** with the socio-professional accompaniment and the head of the Technical Officers: * presentation of the structure of the organisation chart, the accompanying process with the ASP, presentation of the Technical Officers, the administrative team and volunteers, ensuring that the person has become aware of his/her obligations, the role of the referent and the different stages of the PLIE. * Delivery of the booklet of the Chamois employee, * Signature of the employment contract, * Presentation and signature of the contract of employment to the PLIE action of the Territory of Belfort, * identification sheet and limitation reference PLIE, * Contract of employment of the Chamois — Environment structure, * surrender of the rules of procedure, * delivery of the monthly work schedule, * Information on the financing of the ESF financial contribution to the participants. * Perception of workwear and locker room with receipt, * Visit to premises and workshops, _**Accompanying phase:**_ Presentation of the portfolio of competence_: * Need to “know” by identifying “know-being” and “know-doing”, identify the knowledge that is mobilised in carrying out a professional task. * Know how to position yourself and recognise your skills from a job sheet or job offer. * Know how to identify its strengths, and those to be consolidated to build a specific measurable, attainable, realistic and time-managed objective. Support will be strengthened and adapted according to the situation of the person and his/her involvement in his/her desire to co-build his or her competence with all the actors involved in integration. _Start of the booklet_: * Self-positioning of the employee, * Diagnostic of the staff “I evaluate myself” * positioning in his knowledge to be and know-how by colors that will evolve at the rhythms of the phases of accompaniment, putting in front of the employee his evolution throughout his journey (English) / qualifier | |||||||||||||||
point in time: 18 November 2021
| |||||||||||||||
Revision as of 10:27, 18 November 2021
Project Q3673150 in France
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | No label defined |
Project Q3673150 in France |
Statements
146,493.26 Euro
0 references
616,294.75 Euro
0 references
23.77 percent
0 references
1 January 2015
0 references
31 December 2015
0 references
CHAMOIS-ENVIRONNEMENT-RECYCLAGE
0 references
47°37'45.23"N, 6°53'57.48"E
0 references
**Public ciblé** : Notre opération a pour but d’accompagner les personnes les plus éloignées de l’emploi : * Allocataires des minimas sociaux * Demandeurs d’emploi longue durée * Personnes en difficulté d’insertion sociale et professionnelle L’ensemble de ces personnes sont orientées par le PLIE, et donc éligibles à la mesure FSE. Ainsi notre opération rentre dans la priorité horizontale « d’égalité des chances » Au sein de notre structure, l’accompagnement des personnes s’appuie sur les compétences et le savoir-être repérés sur le chantier afin de faire émerger un projet en tenant compte des différents freins liés à l’emploi qu’ils soient sociaux ou professionnels. Ce diagnostic effectué permet de repérer les besoins en formation. L’inclusion des personnes en difficulté vis-à-vis de l’emploi repose notamment sur une meilleure connaissance de l’entreprise et des comportements sociaux nécessaires à une adaptation réussie au futur poste de travail. L’opération consiste pour Chamois à améliorer l’ingénierie de parcours et sa mise en oeuvre auprès du public éligible. **Amélioration de l’ingénierie du parcours** : * A Chamois, nous avons un accompagnement qui répond au plus près des attentes des futurs employeurs. Les entreprises s’intéressent autant aux comportements et à la facilité d’adaptation des individus qu’aux compétences. C’est pourquoi, Chamois élabore un « portefeuille de compétence », c’est un parcours personnalisé d’insertion par le travail : * L’Accompagnatrice Socioprofessionnelle et les personnes en parcours identifient les atouts et ses voies de développement et fixe un objectif. * Avec l’équipe Encadrante, ils construisent un parcours de développement et renforce les compétences de la personne. * Le salarié développe sa polyvalence et valide les attitudes professionnelles. **Pour ce faire nous mettons en oeuvre un parcours individualisé et renforcé vers l’emploi, avec validation des savoirs faire professionnels** : * L’entretien individualisé des personnes éligibles au PLIE permet de les orienter par l’identification de leurs besoins et de leurs attentes professionnelles. La relation de partenaire avec le PLIE apporte un diagnostic partagé de qualité sur les personnes avant leur orientation. Celui-ci se déroule avant la signature du contrat pour valider l’implication des personnes dans le dispositif d’accompagnement vers l’emploi, avec l’accompagnatrice socioprofessionnelle et le coordinateur technique : **_Phase d'accueil_** avec l’accompagnatrice socioprofessionnelle et le responsable des Encadrants Techniques : * présentation de la structure de l’organigramme, du processus d’accompagnement avec l’ASP, présentation des Encadrants Techniques, de l’équipe administrative et des bénévoles, en s’assurant que la personne a pris connaissance de ses obligations, du rôle du référent et des différentes étapes du PLIE. * Remise du livret du salarié Chamois, * Signature du contrat de travail, * Présentation et signature du contrat d’engagement à l’action PLIE du Territoire de Belfort, * Fiche d’identification et prescription référent PLIE, * Contrat d’engagement de la structure Chamois - Environnement, * Remise du règlement intérieur, * Remise du planning mensuel de travail, * Information du financement de la participation financière FSE aux participants. * Perception des tenues de travail et du cadenas du vestiaire avec reçu, * Visite des locaux et des ateliers, _**Phase d'accompagnement:**_ _Présentation du portefeuille de compétence_ : * Besoin de « se connaitre » en identifiant ses « savoir-être », et ses « savoir-Faire», identifier les connaissances qui sont mobilisées dans le cadre de l’exécution d’une tâche professionnelle. * Savoir se positionner et reconnaitre ses compétences à partir d’une fiche de poste ou d’une offre d’emploi. * Savoir identifier ses points forts, et ceux à consolider pour construire un objectif spécifique mesurable, atteignable, réaliste et géré dans le temps. L’accompagnement sera renforcé et adapté en fonction de la situation de la personne et de son implication dans sa volonté de co-construire son parcours de compétence avec l’ensemble des acteurs de l’insertion. _Démarrage du livret_ : * Auto-positionnement du salarié, * Diagnostic du personnel "je m’évalue" * positionnement dans son savoir etre et savoir faire par des couleurs qui évolueront aux rythmes des phases d'accompagnements, mettant en face du salarié son évolution tout au long de son parcours (French)
0 references
**Targeted public**: The aim of our operation is to support people furthest from employment: * Recipients of social minima * Long-term job seekers * People in difficulty of social and occupational integration All of these persons are guided by the PLIE, and therefore eligible for the ESF measure. Thus our operation falls within the horizontal priority “equal opportunities” Within our structure, the support of people relies on the skills and know-being identified on the site in order to make a project emerge taking into account the various barriers linked to employment, whether they are social or professional. This diagnosis makes it possible to identify training needs. The inclusion of people in difficulty with employment depends in particular on a better knowledge of the company and of the social behaviours necessary for a successful adaptation to the future job. The operation is for Chamois to improve the route engineering and its implementation with the eligible public. **Improvement of route engineering**: * In Chamois, we have an accompaniment that meets the expectations of future employers. Companies are interested in behaviours and adaptability of individuals as well as skills. That is why Chamois develops a “competence portfolio”, it is a personalised pathway of integration through work: * The Socioprofessional Accompagnator and the people on the path identify the assets and its development paths and sets a goal. * With the mentoring team, they build a development path and strengthen the person’s skills. * The employee develops his versatility and validates professional attitudes. **To do this we implement an individualised and reinforced career path towards employment, with validation of professional know-how**: * The individualised interview of persons eligible for the PLIE allows them to be guided by the identification of their needs and professional expectations. The partner relationship with the PLIE provides a quality shared diagnosis of people prior to their orientation. This will take place before the contract is signed to validate the involvement of people in the job support scheme, with the socio-professional worker and the technical coordinator: **_Home Phase_** with the socio-professional accompaniment and the head of the Technical Officers: * presentation of the structure of the organisation chart, the accompanying process with the ASP, presentation of the Technical Officers, the administrative team and volunteers, ensuring that the person has become aware of his/her obligations, the role of the referent and the different stages of the PLIE. * Delivery of the booklet of the Chamois employee, * Signature of the employment contract, * Presentation and signature of the contract of employment to the PLIE action of the Territory of Belfort, * identification sheet and limitation reference PLIE, * Contract of employment of the Chamois — Environment structure, * surrender of the rules of procedure, * delivery of the monthly work schedule, * Information on the financing of the ESF financial contribution to the participants. * Perception of workwear and locker room with receipt, * Visit to premises and workshops, _**Accompanying phase:**_ Presentation of the portfolio of competence_: * Need to “know” by identifying “know-being” and “know-doing”, identify the knowledge that is mobilised in carrying out a professional task. * Know how to position yourself and recognise your skills from a job sheet or job offer. * Know how to identify its strengths, and those to be consolidated to build a specific measurable, attainable, realistic and time-managed objective. Support will be strengthened and adapted according to the situation of the person and his/her involvement in his/her desire to co-build his or her competence with all the actors involved in integration. _Start of the booklet_: * Self-positioning of the employee, * Diagnostic of the staff “I evaluate myself” * positioning in his knowledge to be and know-how by colors that will evolve at the rhythms of the phases of accompaniment, putting in front of the employee his evolution throughout his journey (English)
18 November 2021
0 references
Identifiers
201503924
0 references