Q3704964 (Q3704964): Difference between revisions
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(Created claim: summary (P836): The Key of Voûte is one of the structures of integration through economic activity whose objective is to remove barriers to the employment of people in difficulty of integration by offering them a professional activity and individualised support regulated by an employment contract (CDDI: Contract with Determined Term of Insertion). Our project is also available in several stages: **1) welcome and accompany staff in integration** \- _ individual...) |
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The Key of Voûte is one of the structures of integration through economic activity whose objective is to remove barriers to the employment of people in difficulty of integration by offering them a professional activity and individualised support regulated by an employment contract (CDDI: Contract with Determined Term of Insertion). Our project is also available in several stages: **1) welcome and accompany staff in integration** \- _ individual and collective welcome_ adapted throughout the journey where the person is at the heart of the device. Each morning, the staff in integration are welcomed by the technical officer and the socio-professional accompaniment. This moment allows the socio-professional accompaniment to recall the appointments of the day and/or the week. This is a time when the staff in integration can ask to meet with the socio-professional accompaniment and/or inform her of various points related to her social and/or professional project. _\- individualised accompaniment and assessments:_ An assessment of the start of the journey or of the probationary period allows the staff member, the supervisor and the socio-professional assistant to take stock of the staff member’s behaviour in the working situation and his ability to integrate and adapt within a team already in place. A first-reception interview between the socio-professional assistant and the insertion agent makes it possible to diagnose the agent’s request and analyse it. During this meeting in the presence of the socio-professional accompaniment, the needs of the integration officer are identified. Together, they put in place an action plan that they contract. Follow-up interviews between the socio-professional worker and the staff member in employment are held every 15 days or every month for one hour and for the duration of the contract. This involves assessing the implementation of the action plan and adjusting needs. Meetings between the socio-professional coach and the technical supervisor on a weekly basis to take stock of the behaviour in the workplace and the progress of the staff member’s project in integration. Mid-term or intermediate reviews, which are carried out in the presence of the social representative of the staff member in employment, the staff member in integration and the socio-professional accompaniment. The aim is to take stock of the actions taken since the start of the counter, to check whether the objectives are in part achieved and if not, to understand what the brakes have been. Where necessary, new less daring objectives are defined for Part II of the contract and the support shall be adjusted to reflect the new elements set out. End-of-term or end-of-contract balance sheets which are carried out in the presence of the social representative of the staff member in employment, the staff member in integration, the socio-professional support officer, the technical manager and all other partners involved in the staff member’s career. The aim is to meet the views of the various partners who accompany the staff member in his or her career and to draw up an assessment on three different areas (work on the site, support in the context of the professional project and social support). This assessment makes it possible to take stock of all the steps taken since the beginning of the journey and to assess the differences between the objectives defined and the final result and to guide the person. _\- collective accompaniment:_ Collective workshops are set up as part of the career paths of the agents in integration and training are set up. The aim of these training courses is to return to employment or to provide vocational training for staff in employment whose difficulties are real and varied. These actions are mostly implemented by the socio-professional accompaniment and are conducted and led by her or an external service provider. Collective points are made in the presence of the social worker, the socio-professional accompaniment, the head of the prevention department of the MDS in Cognac, the head of the CCAS in Cognac and an adviser from the agency of Pôle Emploi de Cognac. The aim is to invite the staff involved collectively to present their professional projects and to present the steps they have taken. The eyes of professionals and agents in insertion intersect and allow distance to be taken from each other’s projects. **2) Putting and returning staff to work** \- the aim of the integration site is not to train each agent in integration as a catering professional, but to have them acquire professional reflexes and a very positive and participatory mink of their work, with the aim of transferring these reflexes to another professional setting. Also, the framer ve (English) | |||||||||||||||
| Property / summary: The Key of Voûte is one of the structures of integration through economic activity whose objective is to remove barriers to the employment of people in difficulty of integration by offering them a professional activity and individualised support regulated by an employment contract (CDDI: Contract with Determined Term of Insertion). Our project is also available in several stages: **1) welcome and accompany staff in integration** \- _ individual and collective welcome_ adapted throughout the journey where the person is at the heart of the device. Each morning, the staff in integration are welcomed by the technical officer and the socio-professional accompaniment. This moment allows the socio-professional accompaniment to recall the appointments of the day and/or the week. This is a time when the staff in integration can ask to meet with the socio-professional accompaniment and/or inform her of various points related to her social and/or professional project. _\- individualised accompaniment and assessments:_ An assessment of the start of the journey or of the probationary period allows the staff member, the supervisor and the socio-professional assistant to take stock of the staff member’s behaviour in the working situation and his ability to integrate and adapt within a team already in place. A first-reception interview between the socio-professional assistant and the insertion agent makes it possible to diagnose the agent’s request and analyse it. During this meeting in the presence of the socio-professional accompaniment, the needs of the integration officer are identified. Together, they put in place an action plan that they contract. Follow-up interviews between the socio-professional worker and the staff member in employment are held every 15 days or every month for one hour and for the duration of the contract. This involves assessing the implementation of the action plan and adjusting needs. Meetings between the socio-professional coach and the technical supervisor on a weekly basis to take stock of the behaviour in the workplace and the progress of the staff member’s project in integration. Mid-term or intermediate reviews, which are carried out in the presence of the social representative of the staff member in employment, the staff member in integration and the socio-professional accompaniment. The aim is to take stock of the actions taken since the start of the counter, to check whether the objectives are in part achieved and if not, to understand what the brakes have been. Where necessary, new less daring objectives are defined for Part II of the contract and the support shall be adjusted to reflect the new elements set out. End-of-term or end-of-contract balance sheets which are carried out in the presence of the social representative of the staff member in employment, the staff member in integration, the socio-professional support officer, the technical manager and all other partners involved in the staff member’s career. The aim is to meet the views of the various partners who accompany the staff member in his or her career and to draw up an assessment on three different areas (work on the site, support in the context of the professional project and social support). This assessment makes it possible to take stock of all the steps taken since the beginning of the journey and to assess the differences between the objectives defined and the final result and to guide the person. _\- collective accompaniment:_ Collective workshops are set up as part of the career paths of the agents in integration and training are set up. The aim of these training courses is to return to employment or to provide vocational training for staff in employment whose difficulties are real and varied. These actions are mostly implemented by the socio-professional accompaniment and are conducted and led by her or an external service provider. Collective points are made in the presence of the social worker, the socio-professional accompaniment, the head of the prevention department of the MDS in Cognac, the head of the CCAS in Cognac and an adviser from the agency of Pôle Emploi de Cognac. The aim is to invite the staff involved collectively to present their professional projects and to present the steps they have taken. The eyes of professionals and agents in insertion intersect and allow distance to be taken from each other’s projects. **2) Putting and returning staff to work** \- the aim of the integration site is not to train each agent in integration as a catering professional, but to have them acquire professional reflexes and a very positive and participatory mink of their work, with the aim of transferring these reflexes to another professional setting. Also, the framer ve (English) / rank | |||||||||||||||
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| Property / summary: The Key of Voûte is one of the structures of integration through economic activity whose objective is to remove barriers to the employment of people in difficulty of integration by offering them a professional activity and individualised support regulated by an employment contract (CDDI: Contract with Determined Term of Insertion). Our project is also available in several stages: **1) welcome and accompany staff in integration** \- _ individual and collective welcome_ adapted throughout the journey where the person is at the heart of the device. Each morning, the staff in integration are welcomed by the technical officer and the socio-professional accompaniment. This moment allows the socio-professional accompaniment to recall the appointments of the day and/or the week. This is a time when the staff in integration can ask to meet with the socio-professional accompaniment and/or inform her of various points related to her social and/or professional project. _\- individualised accompaniment and assessments:_ An assessment of the start of the journey or of the probationary period allows the staff member, the supervisor and the socio-professional assistant to take stock of the staff member’s behaviour in the working situation and his ability to integrate and adapt within a team already in place. A first-reception interview between the socio-professional assistant and the insertion agent makes it possible to diagnose the agent’s request and analyse it. During this meeting in the presence of the socio-professional accompaniment, the needs of the integration officer are identified. Together, they put in place an action plan that they contract. Follow-up interviews between the socio-professional worker and the staff member in employment are held every 15 days or every month for one hour and for the duration of the contract. This involves assessing the implementation of the action plan and adjusting needs. Meetings between the socio-professional coach and the technical supervisor on a weekly basis to take stock of the behaviour in the workplace and the progress of the staff member’s project in integration. Mid-term or intermediate reviews, which are carried out in the presence of the social representative of the staff member in employment, the staff member in integration and the socio-professional accompaniment. The aim is to take stock of the actions taken since the start of the counter, to check whether the objectives are in part achieved and if not, to understand what the brakes have been. Where necessary, new less daring objectives are defined for Part II of the contract and the support shall be adjusted to reflect the new elements set out. End-of-term or end-of-contract balance sheets which are carried out in the presence of the social representative of the staff member in employment, the staff member in integration, the socio-professional support officer, the technical manager and all other partners involved in the staff member’s career. The aim is to meet the views of the various partners who accompany the staff member in his or her career and to draw up an assessment on three different areas (work on the site, support in the context of the professional project and social support). This assessment makes it possible to take stock of all the steps taken since the beginning of the journey and to assess the differences between the objectives defined and the final result and to guide the person. _\- collective accompaniment:_ Collective workshops are set up as part of the career paths of the agents in integration and training are set up. The aim of these training courses is to return to employment or to provide vocational training for staff in employment whose difficulties are real and varied. These actions are mostly implemented by the socio-professional accompaniment and are conducted and led by her or an external service provider. Collective points are made in the presence of the social worker, the socio-professional accompaniment, the head of the prevention department of the MDS in Cognac, the head of the CCAS in Cognac and an adviser from the agency of Pôle Emploi de Cognac. The aim is to invite the staff involved collectively to present their professional projects and to present the steps they have taken. The eyes of professionals and agents in insertion intersect and allow distance to be taken from each other’s projects. **2) Putting and returning staff to work** \- the aim of the integration site is not to train each agent in integration as a catering professional, but to have them acquire professional reflexes and a very positive and participatory mink of their work, with the aim of transferring these reflexes to another professional setting. Also, the framer ve (English) / qualifier | |||||||||||||||
point in time: 22 November 2021
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Revision as of 12:54, 22 November 2021
Project Q3704964 in France
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | No label defined |
Project Q3704964 in France |
Statements
41,163.51 Euro
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140,107.25 Euro
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29.38 percent
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11 March 2018
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31 December 2019
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Grand Cognac Communauté d'agglomération
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45°41'35.38"N, 0°19'30.07"W
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La Clé de Voûte fait partie des structures d'insertion par l'activité économique dont son objectif est de lever les freins à l'emploi des personnes en difficulté d'insertion en leur proposant une activité professionnelle et un accompagnement individualisé réglementé par un contrat de travail (CDDI: Contrat à Durée Déterminée d'Insertion). Aussi, notre projet se décline en plusieurs étapes: **1) accueillir et accompagner des agents en insertion** \- _accueil individuel et collectif_ adapté tout au long du parcours où la personne est au cœur du dispositif. Les agents en insertion sont accueillis, chaque matin, par l'encadrant technique et l'accompagnatrice socioprofessionnelle. Ce moment permet à l'accompagnatrice socioprofessionnelle de rappeler les rendez-vous de la journée et/ou de la semaine. C'est un moment où les agents en insertion peuvent demander à rencontrer l'accompagnatrice socioprofessionnelle et/ou lui faire part de différents points en lien avec son projet social et/ou professionnel. _\- accompagnement individualisé et bilans:_ Un bilan de début de parcours ou de la période d'essai permet en présence de l'agent en insertion, de l'encadrant et de l'accompagnatrice socioprofessionnelle de faire le point sur le comportement de l'agent en insertion en situation de travail et sa capacité à s'intégrer et à s'adapter au sein d'une équipe déjà en place. Un entretien de premier accueil entre l'accompagnatrice socioprofessionnelle et l'agent en insertion permet de diagnostiquer la demande de l'agent et de l'analyser. Au cours de cette rencontre en présence de l'accompagnatrice socioprofessionnelle repère les besoins de l'agent en insertion. Ensemble, ils mettent en place un plan d'action qu'ils contractualisent. Des entretiens de suivis entre l'accompagnatrice socioprofessionnelle et l'agent en insertion ont lieu tous les 15 jours ou tous les mois pendant une heure et durant la durée du contrat. Il s'agit d'évaluer la mise en place du plan d'action et d'ajuster les besoins. Des rencontres entre l'accompagnatrice socioprofessionnelle et l'encadrant technique de façon hebdomadaire pour faire le point sur le comportement en situation de travail et de l'avancée du projet de l'agent en insertion. Des bilans de mi-parcours ou des bilans intermédiaires qui se font en présence du référent social de l'agent en insertion, l'agent en insertion et l'accompagnatrice socioprofessionnelle. Il s'agit de faire le point sur les actions engagées depuis le début du contra, vérifier si les objectifs sont en partie atteints et si ce n'est pas le cas, comprendre quels ont été les freins. AU besoin , de nouveaux objectifs moins audacieux sont définis pour la deuxième partie du contrat et l'accompagnement est ajusté au vue des nouveaux éléments énoncés. Des bilans de fin de parcours ou des bilan de fin de contrat qui se font en présence du référent social de l'agent en insertion, de l'agent en insertion, de l'accompagnatrice socioprofessionnelle, de l'encadrant technique et tous autres partenaires intervenant dans le parcours de l'agent en insertion. Il s'agit de croiser les regards des différents partenaires qui accompagnent l'agent en insertion dans son parcours et de brosser un bilan sur trois axes différents (le travail sur le chantier, l'accompagnement dans le cadre du projet professionnel et de l'accompagnement social). Ce bilan permet de faire le point sur toutes les démarches effectuées depuis le début du parcours et d'évaluer les écarts entre les objectifs définis et le résultat final et orienter la personne. _\- un accompagnement collectif:_ Des ateliers collectifs sont mis en place dans le cadre des parcours des agents en insertion et des formations sont mises en place. Ces formations visent le retour à l'emploi ou la formation professionnelle des agents en insertion dont les difficultés sont réelles et variées. Ces actions sont majoritairement mis en place par l'accompagnatrice socioprofessionnelle et sont conduites et animées par elle ou un prestataire extérieur. Des points étapes collectifs qui se font en présence de l'agent en insertion, l'accompagnatrice socioprofessionnelle, la responsable du pôle prévention de la MDS de Cognac, la responsable du CCAS de Cognac et une conseillère de l'agence de Pôle Emploi de Cognac. Il s'agit d'inviter collectivement les agents en insertion à exposer leurs projets professionnels et à présenter les démarches qu'ils ont effectués. Les regards des professionnels et des agents en insertion se croisent et permettent une prise de distance sur les projets de chacun. **2) Mettre et remettre les agents en situation de travail** \- l'objectif du chantier d'insertion n'est pas de former chaque agent en insertion comme professionnel de la restauration, mais de leur faire acquérir les réflexes de professionnels et une vison très positive et participative de leur travail, dans l'objectif de pouvoir transférer ces réflexes dans un autre cadre professionnel. Aussi, l'encadrant ve (French)
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The Key of Voûte is one of the structures of integration through economic activity whose objective is to remove barriers to the employment of people in difficulty of integration by offering them a professional activity and individualised support regulated by an employment contract (CDDI: Contract with Determined Term of Insertion). Our project is also available in several stages: **1) welcome and accompany staff in integration** \- _ individual and collective welcome_ adapted throughout the journey where the person is at the heart of the device. Each morning, the staff in integration are welcomed by the technical officer and the socio-professional accompaniment. This moment allows the socio-professional accompaniment to recall the appointments of the day and/or the week. This is a time when the staff in integration can ask to meet with the socio-professional accompaniment and/or inform her of various points related to her social and/or professional project. _\- individualised accompaniment and assessments:_ An assessment of the start of the journey or of the probationary period allows the staff member, the supervisor and the socio-professional assistant to take stock of the staff member’s behaviour in the working situation and his ability to integrate and adapt within a team already in place. A first-reception interview between the socio-professional assistant and the insertion agent makes it possible to diagnose the agent’s request and analyse it. During this meeting in the presence of the socio-professional accompaniment, the needs of the integration officer are identified. Together, they put in place an action plan that they contract. Follow-up interviews between the socio-professional worker and the staff member in employment are held every 15 days or every month for one hour and for the duration of the contract. This involves assessing the implementation of the action plan and adjusting needs. Meetings between the socio-professional coach and the technical supervisor on a weekly basis to take stock of the behaviour in the workplace and the progress of the staff member’s project in integration. Mid-term or intermediate reviews, which are carried out in the presence of the social representative of the staff member in employment, the staff member in integration and the socio-professional accompaniment. The aim is to take stock of the actions taken since the start of the counter, to check whether the objectives are in part achieved and if not, to understand what the brakes have been. Where necessary, new less daring objectives are defined for Part II of the contract and the support shall be adjusted to reflect the new elements set out. End-of-term or end-of-contract balance sheets which are carried out in the presence of the social representative of the staff member in employment, the staff member in integration, the socio-professional support officer, the technical manager and all other partners involved in the staff member’s career. The aim is to meet the views of the various partners who accompany the staff member in his or her career and to draw up an assessment on three different areas (work on the site, support in the context of the professional project and social support). This assessment makes it possible to take stock of all the steps taken since the beginning of the journey and to assess the differences between the objectives defined and the final result and to guide the person. _\- collective accompaniment:_ Collective workshops are set up as part of the career paths of the agents in integration and training are set up. The aim of these training courses is to return to employment or to provide vocational training for staff in employment whose difficulties are real and varied. These actions are mostly implemented by the socio-professional accompaniment and are conducted and led by her or an external service provider. Collective points are made in the presence of the social worker, the socio-professional accompaniment, the head of the prevention department of the MDS in Cognac, the head of the CCAS in Cognac and an adviser from the agency of Pôle Emploi de Cognac. The aim is to invite the staff involved collectively to present their professional projects and to present the steps they have taken. The eyes of professionals and agents in insertion intersect and allow distance to be taken from each other’s projects. **2) Putting and returning staff to work** \- the aim of the integration site is not to train each agent in integration as a catering professional, but to have them acquire professional reflexes and a very positive and participatory mink of their work, with the aim of transferring these reflexes to another professional setting. Also, the framer ve (English)
22 November 2021
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Identifiers
201802137
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