Grow with Philips A peek behind the scenes of Vocational Qualification Programme (CV) and Philips Employment Scheme (WGP) 2009-2010
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Grow with Philips A peek behind the scenes of Vocational Qualification Programme (CV) and Philips Employment Scheme (WGP) 2009-2010
Index
Foreword: Not dropping out but joining in 5
CV:Vocational Qualification Programme
Largest training project ever 6
‘Crisis has not slowed CV down – quite the opposite’ 8
‘CV improves the quality of my department’ 10
‘Grateful for a golden opportunity’ 11
Successful tête-à-tête with minister 12
Right mix of theory and practice 13
From CV participant to CV coordinator 14
Language skills lay foundation for further study 15
Gradual shift towards older participants 16
WGP: Philips Employment Scheme
Flexible, tailored and with an excellent track record 20
Raising the bar with CareerSkills 22
‘I’m secretly hoping for a permanent contract’ 24
Young disabled person makes soft landing 25
‘Springboard to a better job’ 26
‘Looking for suitable work together’ 27
‘Doing nothing all day is not for me’ 28
‘WGP opens up new horizons’ 29
Top of the class 30
Responding where the need is greatest 32
Colophon 35
Vocational Qualification Programme (CV) and Philips Employment Scheme (WGP) - a peek behind the scenes 3
Not dropping out,
but joining in
Philips takes corporate social responsibility very seriously. We have been extremely active in this area for
years.The Philips Employment Scheme (WGP) and our national Vocational Qualification Programme (CV)
are excellent examples of our practical commitment to this ideal.The CV project, which has been running
since 2004, targets Philips employees who know their trade well but do not have a diploma to prove it.
That makes them vulnerable in today’s volatile labour market where a job for life is a thing of the past.
CV seeks to provide a solution by providing these people with the opportunity to gain a qualification.
Most of them grasp this chance with both hands. So far, over 1500 participants have obtained a qualification
that will help set them up for the future – either within Philips or elsewhere. Over the years, CV has
evolved into an effective instrument for improving the employability and job security of vulnerable groups.
One issue that we have only started addressing relatively recently is low literacy. One in ten Dutch people
struggle with reading, writing and/or arithmetic. For working people, this can be an extra hurdle when it comes
to keeping their skills up to scratch.That’s why we are devoting particular attention to literacy within CV.
Via WGP, we offer vulnerable groups of jobseekers work experience placements, usually combined with
some form of training, in order to increase their chances of finding and retaining a job. Our approach works.
Over the 25 years that we have been running WGP, an average of 70% of the participants have found
paid work within one year of completing the WGP programme. One of the success factors of WGP is its
flexibility.Time and again, we have managed to spot where the need is greatest and to respond effectively.
It was no coincidence that in 2009/2010 much of the WGP intake comprised early school leavers who had
no diploma or vocational qualification because they had dropped out of the standard education system.
The apprenticeship training approach employed within WGP just gives them the nudge they need towards
finding work despite an unpromising start. WGP has set the tone in the Netherlands and wants to continue
to do so. Recent doctoral research carried out at the University of Maastricht has revealed that it is still
the best performing employment scheme in the Netherlands!
CV and WGP are good examples of how we have taken up our responsibility, together with the unions, and
woven it into our collective labour agreements (CAOs). Our experience has shown that even when times
are hard economically, it is possible to offer people effective apprenticeship training, without government
pressure or coercion.
Harry Hendriks,
Chairman of the Board of Directors of Philips Electronics Benelux
4 Vocational Qualification Programme (CV) and Philips Employment Scheme (WGP) - a peek behind the scenes 5
Largest training project ever
Vocational Qualification Programme (CV) brings almost all National project offers
participants from the target group up to basic qualification level plenty of scope for local
interpretation
The Vocational Qualification Programme
is a nationwide Philips project, but its
implementation is not identical in every
CV is a joint initiative of Philips Electronics (operators). Slightly different programmes were explains: “There are 1.5 million people with low partners have been awarded a Leonardo about the degree of interest being shown. Philips company.The national framework
Nederland and the four largest employer’s then developed for logistics workers and, more literacy skills in the Netherlands. The CV target da Vinci subsidy to that end. We are already We have held various presentations in recent offers sufficient scope for variations
organisations in the Netherlands. Since 2004, recently, for ‘indirect’ workers in administrative/ group also includes people who struggle with reaping the benefits of this targeted approach.” years for both national and international in interpretation depending on the
the project has been anchored in the Philips reading and/or writing. I am convinced that if we audiences with as the central theme the local situation, culture and training
Collective Labour Agreement (CAO). The aim tackle this issue seriously we will be able to train Tributes CV project, the Combi-approach and/or infrastructure.
is to help as many experienced but unqualified By mid-2010, over 1500 even more people. Not everyone will succeed It is encouraging to see more and more the Accreditation of Prior Learning (APL).
production workers as possible to gain a sector-
recognised diploma. By mid-2010, more than 1500
employees had gained a in reaching basic qualification level. For some, it
will be a question of working towards modular
organisations outside Philips also adopting
the CV concept. Frank Visser says: “In all
CV has also earned us various prizes and
nominations. I see those as tributes to our
CV falls under the Philips Employability
Center, which is part of Human
recognised diploma certificates that are relevant to their particular job. humility I can say that we have no complaints efforts within CV.” Resources Nederland (HRN). Within
In line with this approach, we also want to keep this department, the Vocational Quali
Effective weapon in fication Programme national manager
tackling the social divide secretarial jobs. In recent years, nearly 400
employees in total have participated in the CV approach increasingly
is responsible for implementing the
project within the agreed framework.
employees had gained a diploma or certificate that
‘Learning Works’ workshop designed for
employees without any vocational qualifications.
being applied outside During 2004, local Vocational
brought them up to basic qualification level or above. Around 75% – an exceptionally high percentage Philips too Qualification Programme training
– decided as a result to investigate entering a programmes were set up in each
New target groups training programme. Since 2009, CV has also production unit, all under the umbrella
CV is continuously responding to changing needs. been focusing on people with low literacy skills. developing our ideas for informal, work-based CV training scheme at national level.
The most important target group has always been Frank Visser, Manager Philips Employement learning as an alternative to the traditional, formal
– and still is – employees in production jobs Scheme and Vocational Qualification Programme, learning that doesn’t suit everyone. We and our
6 Vocational Qualification Programme (CV) and Philips Employment Scheme (WGP) - a peek behind the scenes 7
WGP & CV manager Frank Visser reflects on the past and looks ahead
Frank Visser: ‘For those wanting job security,
adequate up-to-date training is – and will
remain – an absolute must’
‘Crisis has not slowed
CV down - quite the opposite’
Start and keep going. That has always been the Vocational Qualification Programme’s motto, and it
didn’t change during the ‘crisis year’ of 2009. Frank Visser, manager for WGP & CV, reflects on the past
and looks ahead. “CV provides convincing evidence that collective labour agreements on employability
can work, regardless of market conditions.” He adds: “We are already cautiously optimistic that CV
will have no trouble meeting expectations once more this year.”
What were the highlights of CV in production to give participants more intensive future. This is a practical interpretation of the and have found a new job either within Philips be looking back on a successful project, but our lower threshold level for most employees.
2009 and 2010? training or bring forward their intake into training concept ‘employability’.” or elsewhere. I have no doubt that CV works. main purpose is to provide policymakers in the In other words, a diploma is nice, but it doesn’t
“Despite the economic decline, we have continued programmes. And it is working! The number of But I must admit that we are not fully aware of all fields of business, education and politics with mean you’ve arrived. Even people with a qualifi-
full speed ahead. I have heard from various other people obtaining qualifications keeps growing the consequences. That’s why I have taken up the new fuel around the theme ‘Lifelong Learning’. cation via CV need to keep moving along the
companies that their training budgets have been
halved or in some cases frozen. CV provides
steadily. We have already passed the ‘1500 diplomas’
milestone, and just under 400 employees are
‘CV: convincing evidence challenge of having them tested independently.
A labour economist at the University of Utrecht
Companies often come knocking on our door
anyway seeking to learn from our knowledge
path of lifelong learning. Both employer and
employee will need to keep investing to keep
convincing evidence that collective labour agree- currently undergoing training!” that collective labour is currently charting the hard, measurable results and experience with CV. It works both ways – their vocational skills up to scratch. For those
ments on employability can work, regardless as part of a doctoral research project. I am looking we also learn from them.” wanting job security, adequate up-to-date
of market conditions. In fact, in several places Does corporate social responsibility agreements can work forward to the outcome with great confidence.” training is an absolute must.
(CSR) form the basis for CV? What is the value of a basic qualification?
we have actually taken advantage of the fall in
“Certainly, yes, CV is a clear example of CSR in
well, even in a crisis’ What use is being made of all the “In the future, there will be no job security
The same applies to participants in the Philips
Employment Scheme. In future, WGP policy will
action. But to my mind, if we are to preserve experience gained? for employees without at least a WEB-2 level focus increasingly on helping people to gain a
such initiatives into the future it will take more “I expect that the PhD student will identify a qualification. OK, in periods when market vocational qualification at basic level. Our aim
than an CSR approach alone. Philips is already What can you say about the few do’s and don’ts. We shall be sharing our conditions are favourable people below that will be for all unskilled participants to leave
shifting towards sustained investment in its impact of CV? experiences with CV and Accreditation of Prior level will also get jobs. But WEB-2 is the mini- the scheme with a vocational diploma; only
employees. By focusing on employability, increased “There are plenty of positive, inspiring success Learning (APL) during a final congress being mum requirement for remaining employable that will guarantee a sustained transition into
flexibility, career development etc., we can create stories of employees who have become better planned together with the APL Knowledge in the long term, and there is every indication the labour market.”
a solid basis for employability projects in the and more widely employable, qualified workers Centre for the end of 2010. Of course we shall that in time, WEB-3 will actually become the
8 Vocational Qualification Programme (CV) and Philips Employment Scheme (WGP) - a peek behind the scenes 9
Grids (Philips Healthcare) well on the way to 100% certified workers Bosnian embarks on his fourth intermediate vocational training course
‘CV improves the quality of my department’ ‘Grateful for a golden opportunity’
“My top priority is to bring my department up to a qualitatively higher level. There are those people for whom learning has become second nature. Not only
Training the workers is the way to achieve that goal, and the CV project is the do they understand how important it is, they also genuinely enjoy it. Take Dzemil
means to that end. CV is a blessing for my department and for the people Logo (58). Having just completed his third intermediate vocational training
themselves, because having basic qualifications under their belts increases their course, he is already embarking on his fourth – a course at the Regional Training
opportunities, both within Philips and elsewhere.” Centre (ROC) to train as a Mechanical Operator.
Willy Verhagen, Operations Manager for Grids training can go back into their old jobs and gain As a refugee from the divided former Yugoslavia,
(a unit within Philips Healthcare) knows what he is promotion. My point is this: once you’ve completed Dzemil soon noticed that he would not get far
talking about. Having spent seventeen years in the a course of training, you’re in a better position, you in the Netherlands without a diploma. Fifteen
catering industry, he sold his business and started have more opportunities, you’re more mobile. years on, the same motivation is still driving
a production job at Philips. He used training to Also, participation raises engagement and reduces him. “Even though I’m getting older now, I’m
work his way up. Willy is a textbook example absenteeism.” not ashamed to still be studying – in fact I’ve
of someone who has worked hard to improve become a bit addicted to school.”
himself. No wonder that he devotes enormous
energy to encouraging his workers to do likewise. ‘CV: a blessing for my
‘I’m somewhat
department and for the
Wide diversity addicted to school’
And it works. Since the first worker obtained a people themselves’
basic qualification in 2006, 23 others have followed
his example.The Operator training courses are In 1997, four years after he fled Bosnia with
Dzemil Logo: ‘Philips offers me
now more or less over, and four employees have Sixty-plus his family, Dzemil found work via a temping
embarked on further training. One secretary He tells with some pride that three workers agency at Philips Lighting in Maarheeze. When
the chance to study during work
successfully completed the APL procedure in were over sixty years old when they finished his one-year contract had expired, he was
time and pays for everything’
2010 and one maintenance worker gained a their training. “Two of them, one Spanish and allowed onto the Basic Operator training
diploma in Mechatronics. one Turkish, followed Dutch lessons first, and course. That meant a period of alternating
“That indicates how wide the diversity is”, says obtained their first diploma after forty years in five weeks working with five weeks in the
Willy. “More than 70% of the employees now have the Netherlands. Within Healthcare, Grids has set special classroom set up at the Philips complex.
Willy Verhagen: ‘We are an a diploma and we want to see that percentage something of an example when it comes to getting “A golden opportunity, for which I’m still Ad Zegers at ROC Eindhoven, he went on to and stimulates his fellow-students and colleagues.
example of how you can get go up to 100%. One employee who recently lots of people qualified within a short period. grateful. Philips offers me the chance to study earn his Operator A and B diplomas. No wonder He understands how important adequate language
lots of people qualified in a completed his Operator C training is now in an Colleagues often ask us about our Vocational during work time and pays for everything.” that he is known amongst his colleagues for his skills and diplomas are. He grasps every oppor-
short period’ executive position. People currently undergoing Qualification Programme approach.” With the encouragement of his teacher enthusiasm. Ad Zegers says: “Dzemil motivates tunity presented to him with both hands.”
10 Vocational Qualification Programme (CV) and Philips Employment Scheme (WGP) - a peek behind the scenes 11
‘We were able to get our message across clearly’ Philips Winterswijk found successful approach with tailored course
Successful tête-à-tête with Minister Right mix of theory and practice
Were you nervous? Yes, to start with. It’s not every day you have a meeting with What do you do when you want to give 120 assembly workers extra training but
a Minister. But Piet Hein Donner, Minister for Social Affairs and Employment, you can’t find a suitable course? Philips Lighting in Winterswijk came up with a
soon broke the ice. He expressed interest, was open to insights and suggestions good solution. Together with the local ROC, they developed their own tailored
and put his guests at ease. Saskia van Gestel and Alfons Venhuizen look back on course. Sixty workers have already passed, thirty have almost finished the
a pleasant and successful tête-à-tête. course and the remaining thirty will commence training at the end of 2010.
So what was the occasion? The Minister wanted to technician (and CV participant) Alfons. time, and it will improve my chances of getting Philips was looking for a course with a relatively AKA in Dutch and later renamed ‘AOP’.
hear from those with hands-on experience what Alfons had his portfolio with him – a well-filled other better paid work.” Saskia says, “I told the high practical component in order to increase We considered which modules would and
they think about and how they approach the file that Donner first mistook for tax forms. Minister that APL is an excellent tool that a the employability of its assembly workers would not be of use to us. The course we
APL procedures funded in part by his Ministry. Alfons explained, “No, these are all my diplomas, large company like Philips can put to good use (mechanics). CV project leader Minke Tankink ended up with is a mixture of general theory
Together with an SME business advisor and certificates and other documents showing the in the context of the Vocational Qualification explains, “Many of our people tend to work for and specific ‘Philips modules’.”
a work coach from the Public Employment experience I have gained – in 29 years at Philips Programme. It gives employees the chance a long time in the same job in one particular
Service (UWV), two employees from Philips and during my leisure time. I always like to have to turn all their experience and qualities into department. As a result, they don’t have much The training course was received with enthusiasm.
Roosendaal filled him in on the situation a certificate as proof of my level of experience. a diploma. We were able to get that message idea of what happens in other departments, Minke says, “To date, two groups of thirty
– CV project leader Saskia and service It may help me to get a higher diploma in less across clearly.” and they have little insight into the broader workers have passed. The third group has almost
production process.” completed the course and the fourth and last
group has just started.” Minke identifies two
success factors apart from the right mix of
Difficult search leads to theory and practice: the varied teaching materials
and the length of the course. “The course lasts
enthusiastically received and
one year – a manageable period for most
highly successful solution workers.”
Employees from Philips
Roosendaal tell Minister They talked to various parties whilst searching
for a suitable course. Minke: “Eventually we
about their experiences Saskia van Gestel and Alfons Assembly of TL luminaires
decided to develop our own tailored course in
with APL Venhuizen in dialogue with cooperation with the Graafschap College
Minister Donner (ROC in Doetinchem, ed.). The school had
recently started offering the pre-basic Labour
Market Qualified Assistant course, known as
12 Vocational Qualification Programme (CV) and Philips Employment Scheme (WGP) - a peek behind the scenes 13
Ans Dielemans (Philips Healthcare) knows that learning pays Special preparatory programme at Basic Training Centre in Drachten well received on all sides
From CV participant to CV coordinator Language skills lay foundation for further study
Ans Dielemans (50) knows better In 2009, the Basic Training Centre (BTC), part of Philips Consumer Lifestyle in
than anyone that learning pays. Drachten, offered a special preparatory programme. Thirteen employees for
Over the years, she has followed whom Dutch is not their native language brushed up their language skills over
various courses, some of them within an eleven-week period. That helped prepare them for further study at an ROC.
the CV project. That helped her to
move upwards step by step, initially in
technical production jobs. Nowadays, The preparatory programmes BTC offers are Individual language programme
intended to help employees get back into lear- What made this preparatory programme
Ans combines her job as a support
ning. According to Regina van Wattum, project different from previous ones was the strong
engineer (a sort of trouble-shooter leader at the BTC, the programme went well. emphasis on Dutch language skills. Almost
in a production setting) with the role “Motivation was not an issue at all with this none of the participants had Dutch as their
of CV training coordinator. group. It was obvious from the start how keen native language. Given that most of them
they were to learn. The participants encouraged were planning to go on to follow a training
each other.” course at an ROC, a good command of
Ans Dielemans: ‘I’m proud to be able Dutch was a must. “In order to prepare
to make my contribution to CV’ the participants as effectively as possible for
Regina van Wattum: ‘Participants
‘It was obvious from the discover that they are capable of
the ROC, we assessed each participant’s
start how keen they were language level at the start of the preparatory more than they first thought’
In 2002 Ans traded her job as CNC turner/ she would need to close the gap in her and later as a First Mechanic (Industrial
to learn’ programme“, Regina explains.
miller in an aluminium foundry for a job as a knowledge. Motivation was not a problem: Electronics).” Her efforts were rewarded:
mechanic at Philips Healthcare in Best. “It was “I’ve always enjoyed learning.” She learned Ans progressed from mechanic to controller “We then ascertained what language level Positive experience
like moving from hell to heaven – from dirty, to trouble-shooter. And when a vacancy Central elements of the course are learning to each individual would need to reach in order This tailored approach was well received all
heavy work to a pleasant, interesting job. came up for a training coordinator within learn, basic arithmetic and language skills and to cope with the ROC training course he/she round. Both the participants and the teachers
I had to put together spools for MRI systems, ‘I enjoy learning; that has the MRI group at Philips Healthcare, Ans was working with a PC. Regina explains, “The teaching was planning to follow. That enabled us to set are pleased with how it went. Regina says, “Here
following assembly drawings. Nice work, and the best candidate – not least because of her materials are presented in a way that is relevant up the language programme in such a way are some of the answers given when partici-
helped me to progress’
it opened up a whole new world for me.” long-term experience as events organiser for to everyday life, so it appeals to everyone. This that participants could work individually on pants were asked what they had learned in the
the Dutch Camper Club. “I am proud to be approach helps to build people’s confidence the targeted improvement of their language eleven weeks: ‘I learned to speak Dutch better’,
At that stage, Ans knew nothing about the basics of electronics at Mikrocentrum. able to make my contribution to the Vocational – in their ability to learn but also in themselves. skills – often with the help of the teaching ‘People can understand me better if I speak more
electronics. But she realised that if she was “Then I entered the CV programme and Qualification Programme – a project that has They discover that they are capable of more materials they were going to use during slowly’, ‘I gained more self-confidence’ and ‘You
to do well in her new work environment trained as a Mechanic (Industrial Electronics) helped me so much in the past.” than they first thought.” their next training course.” can learn new things if you really want to.’ ”
14 Vocational Qualification Programme (CV) and Philips Employment Scheme (WGP) - a peek behind the scenes 15
IN OPLEIDING IN OPLEIDING
Despite economic crisis, number of people who have gained a qualification now totals an impressive 1508
Gradual shift towards older participants DIPLOMA
TO BE TRAINED
MAN MAN
IN TRAINING
The financial-economic crisis, the full effect of which was felt in 2009 and 2010, low. Nevertheless, the number of women employees with a minimum of 2 to 3 years’ the participants are over 40 years of age!
VROUW VROUW
did not impede the progress of the Vocational Qualification Programme. In 2009, taking part in CV is growing steadily each year, work experience. It is also remarkable that the percentage of
particularly in the new programmes within participants over 50 has continued to grow –
260 people gained a qualification, almost equalling the 2008 figure of 264.
CV Indirect, such as APL for secretaries and APL assessments carried out from 4% at the start to 19% in 2009/2010!
The trend continued through the first half of 2010, bringing the total number the ‘Logistics Worker’ and ‘Assistant Operator It is understandable that this SECRETERIAL/ADMINISTRATIVE
group was
SECRETERIAL/ADMINISTRATIVE OPERATOR B
OPERATOR B
of people to have gained a qualification to date up to an impressive 1508. (Production Technology)’ training courses. INDUSTRIAL ELECTRONICS/
SERVICE TECHNICIAN
INDUSTRIAL ELECTRONICS/
cautious at first. For most people over 50,
SERVICE it
TECHNICIAN
OTHER is many years since they underwentOTHER
any form
Proportion of men to women of training, so the prospect of going back to
PILOTS HIGHER PILOTS HIGHER
Below are a few other points worthy of note: ning, and a further 200 will be embarking on MEN
OPERATOR A VOCATIONAL LEVEL
school is more daunting.
OPERATOR A VOCATIONAL LEVEL
• The percentage of 40-plussers rose training in the near future. The above figures do Operator B 38,7%
further to just over 71% (2008: 64%), with not include participants in the ‘Learning Works’ Operator A 27,4% Age of participants
a particularly sharp rise in 50-plussers, from workshop. Secreterial/administrative 10,4%
41 - 50
41 - 50
4% in the first year of CV to 19.1% in WOMEN Industrial Electronics/Service technician 6,6%
2009/2010 (2008: 16.9%); Number of participants Men 75,3% Other 12,2%
> 50 > 50
• The level of the courses taken rose again: DIPLOMA
Women 24,7% Pilots higher vocational level 4,7%
< 23 < 23
WEB-2 courses (the minimum level for a 100% 31 - 40
23 - 30
100% 31 - 40
23 - 30
ADMIN./SECRETARIEEL
OPERATOR B
basic qualification) are still in the lead (46.2%), TO BE TRAINED SERVICETECHN. < 23 0,6%
ELECTROTECHNIEK
but WEB-3 courses are now following very APL assessments carried out
OTHER Unsurprisingly, most of the APL procedures 23 - 30 3,3%
close behind (44.1%); IN TRAINING Over the last year, 106 participants (22.5%) are carried out in the processing industry. 31 - 40 24,5%
• The percentage of women gaining qualifications Diplomas 1.508 have gone through the APL procedure
OPERATOR A
PILOT EVC’S OP HBO-NIVEAU
Recently, a small-scale pilot APL was launched 41 - 50 52,6%
60% 60%
is increasing slowly but steadily: women now In training 400 (Accreditation of Prior Learning). at higher vocational
50%
education (HBO) level. WEB-2 > 50 50%
19,0% WEB-2
represent almost a quarter (24.7%) of those To be trained 125 40%
40%
100%
who have gained qualifications (2008: 22.2%). 2.033 The purpose is to find out whether expe- Age of participants
30%
WEB-3/4
30%
WEB-3/4
41 - 50
rienced workers have acquired competencies 2009/2010 saw
20% a significant shift in the age The youngest participant
20% is 19, the oldest is 63!
Number of participants Proportion of men to women (as part of their work experience or other- spread of CV 10%
participants. Whereas in the WEB-1 The average age10%in 2009/2010 was 43.5 years WEB-1
In the period from the start of CV in Of those who have gained qualifications so wise) whereby they already meet the
> 50 final early years over
0% half the participants were (2008: 42.8). 0%
2004 2005 2006 2007 2008 2009 2004 2005 2006 2007 2008 2009
February 2004 to the end of June 2010, 1508 far, 75.3% are men and 24.7% are women. requirements of a formal training course. < 23
23 - 30 agreed between 31 and 40, in 2008 the largest
31 - 40
employees gained a diploma. Halfway through That’s to be expected, given that the number If so, they can follow an abridged course. group comprised those aged 41 to 50. That
2010, 400 participants were undergoing trai- of women in production
MEN
jobs has always been The APL procedure is only applied to trend has continued, and now over 71% of Continue on page 18
60%
16 Vocational Qualification Programme (CV) and PhilipsWEB-2
Employment Scheme (WGP) - a peek behind the scenes 17
50%
WOMEN
Courses taken We are seeing a shift in the level of the courses
Courses in process technology are still the most followed. Courses at WEB-1 level are becoming The various WEB levels
MAN
popular, followed by courses in logistics and less popular (just 9.7% in 2008). Most of the (WEB = Adult and
industrial electronics. And as a result of the extra courses now being followed are at WEB-2 level Vocational Education Act)
attention being paid recently to CV Indirect (46.2%), closely followed by WEB-3 courses
candidates, secretarial and administrative (44.1%). Dutch intermediate vocational
courses have also been appearing.
VROUW education identifies four levels of
As educational requirements become more professional competence:
Courses taken stringent, we are seeing a situation develop in • Assistant training (level 1)
which WEB-2 is fast becoming the minimum • Basic vocational training (level 2)
Name of course requirement within factories. Hence the • Vocational training (level 3)
SECRETERIAL/ADMINISTRATIVE
OPERATOR B
1 Operator A 40,6%
INDUSTRIAL ELECTRONICS/ increase in WEB-3 courses: participants are • Middle management and specialist
SERVICE TECHNICIAN
2 Operator B 29,2% realizing that lifelong learning is a necessity training (level 4)
OTHER
3 First Mechanic (Industrial Electronics) 7,2% and that in the longer term, even WEB-2
4 Assistant Operator (Production
PILOTS HIGHER
may not always suffice. Level 2 is referred to as ‘basic’
OPERATOR
Technology)
A (pre-basic, AKA in Dutch)
VOCATIONAL LEVEL 5,8% because it is generally accepted to be
5 Warehouse Logistics Worker 5,6% Conclusion the minimum needed to be able to
6 Secretarial/ administrative 3,3% We can conclude, in summary, that in 2009/2010 perform adequately and survive in
7 Logistics Team Leader 2,9% the CV project once more achieved its chief today’s rapidly changing labour market.
41 - 508 Mechanic (Industrial Electronics) 2,5% aim, namely to steer as many people as possible
9 Other 2,9% towards learning in order to enhance their
100% employability – and hence their job security.
> 50
It is interesting to note the further rise in
< 23
23 - 30 participation among 40-plussers and most
31 - 40
Levels notably 50-plussers, and the enthusiasm for
courses at a higher level than the basic
Courses followed at WEB-level qualification (= WEB-2). It would appear that
the ‘lifelong learning’ message is slowly but
surely reaching a wider audience.
60%
WEB-2
50%
40%
WEB-3/4
30%
20%
10% WEB-1
0%
2004 2005 2006 2007 2008 2009
18 Vocational Qualification Programme (CV) and Philips Employment Scheme (WGP) - a peek behind the scenes 19Philips seeks to keep leading the way in the Netherlands with Philips Employment Scheme
Flexible, tailored and with an excellent track record
The Philips Employment Scheme (WGP) is just This rule does not apply to those who are on the statutory minimum wage plus the usual at Philips (and in some cases to undergo whom haven’t sat at a school desk for years –
one of several initiatives that demonstrate how partially unfit for work or to young people with Philips ‘thirteenth month’. Where relevant, this supplementary training) with both hands. embark on vocational training pretty much
serious Philips is about socially responsible no basic qualifications. For them, how long they wage will be supplemented with the appropriate as soon as their apprenticeship training
entrepreneurship. WGP is a proven concept for have been out of work is not relevant. allowance(s) for shift work and/or irregular hours. Adjustment, adjustment, adjustment programme starts.
fostering personal development in people at some Below are some of the groups that the Philips The notice period for WGP-ers is just one week, The form that WGP placements take is flexible The current economic situation means that the
distance from the labour market, thereby increasing Employment Scheme targets: so that they will not be hindered from moving and extremely varied. The aim is to come up reintegration bureaus and local authority social
their chances of finding permanent employment. • The long-term unemployed into a new job. with a tailored solution to fit the specific needs services are putting forward candidates who are
WGP participants are presented with a range • Immigrants Participants are given the opportunity to follow of the individual participant. The educational not on the ‘bottom rung’ of the social ladder.
of opportunities to work on sustained self- • Those who are partially unfit for work courses that will increase their chances of requirements for a work experience placement In a better economic climate, many of these
improvement. The result: a win-win-win situation • Young people with no basic qualifications / making a successful transition into employment. at Philips range from basic technical and vocational candidates would be able to find work (via a job
– most importantly for the people seeking to drop outs All Philips business units contribute a pro-rata training to a university degree. agency or by other means) without the help of
move closer to the labour market, but also for • Women returning to work share of the costs of the Employment Scheme, WGP. When the economic situation starts to
society as a whole and for Philips. • Highly educated people with a weak position as well as providing suitable work experience improve and the labour market picks up, we will
on the labour market. places and the necessary supervision. Almost 12,000 job refocus our attention on WGP’s original target
Since its launch in 1983, almost 12,000 job seekers Potential candidates from the above target groups group: the ‘hard-core’ unemployed.
have participated in the Philips Employment are given precedence, as they tend to be at a Motivation is a must
seekers have participated
Scheme – an initiative that has set the tone in
the Netherlands. Philips wants to keep leading
greater distance from the labour market. Philips has entered into contracts with a
number of reintegration bureaus to help with
in WGP since it was Vocational Qualification Programme
An agreement was incorporated into the 2004
by example, and is more than happy for other the recruitment and supervision of candidates. launched in 1983 Philips Collective Labour Agreement (CAO)
organisations to gain from its experience. WGP offers participants Philips advertises its WGP placement vacancies giving production workers the opportunity to
via a range of reintegration bureaus and local gain a recognised diploma via the Vocational
Target groups
plenty of opportunities authorities. When pre-selecting potential Many participants find it a real challenge to make Qualification Programme (CV). By linking the WGP
One of the central principles of the scheme is to
offer equal opportunities to all social groups.
to work on sustained candidates, the reintegration bureaus must take
into account the requirements being made.
the transition from no work to a working environ
ment. Most WGP-ers are not (or no longer)
intake to CV (that trains ‘unskilled’ workers) a new,
unique approach was born: the ‘Combi-model’, experience as part of their training as operators
WGP therefore targets people at some distance self-improvement Candidates must fit into the organisation, have a accustomed to a strict work schedule, whether whereby both workers and jobseekers receive or logistics workers can fill in temporarily for the
from the labour market from all sections of healthy attitude to work, be proactive and able to they are working days or shifts. They also have supervision and training. Giving workers time off Philips employees who are at school, thereby
society. Each year certain target groups are respond to authority appropriately. But most to learn to comply with company rules and to go to school opens up a great opportunity reducing the loss of capacity. It kills two birds with
singled out for special attention. Introductory contract importantly of all, Philips expects WGP participants procedures and get used to working together for jobseekers to gain work experience and one stone: our own experienced workers can gain
To qualify for participation, a person must have WGP participants enter into an introductory to demonstrate motivation and to be eager to with colleagues and a line manager. As if that undergo vocational training. In concrete terms, it an officially recognised diploma whilst jobseekers
been looking for work for at least six months. contract with Philips for a one-year period, based grasp the opportunity to gain work experience were not enough, the WGP-ers – many of means that WGP-ers who need to gain practical gain relevant training and work experience.
20 Vocational Qualification Programme (CV) and Philips Employment Scheme (WGP) - a peek behind the scenes 21Philips WGP first to try new training method
Raising the bar with CareerSkills
The Philips Employment Scheme is to be the testing ground for
CareerSkills, a new training method designed to help brand new
employees who have been at some distance from the labour market
to sharpen up their career skills. According to Roland Blonk, professor Roland Blonk: ‘I am convinced that there is a great deal of
Philips is first at the University of Utrecht and programme leader for TNO Arbeid, hidden potential among people with an vocational diploma.
this approach results in improved performance, lower absenteeism This training method helps to tap into that potential’
and a greater ability to manage your own career.
CareerSkills is derived from Skills, a
scientifically based training method
that has proved extremely effective in
the United States, Finland and, more “What is more”, he says, “CareerSkills can help Training courses that simply fill people up with Group teaches itself you know more than you think you do – and as a pioneer and trendsetter in the field of employability
recently, the Netherlands.The deve- reduce the underuse of employees with an knowledge tend to have an adverse effect on Another essential characteristic of CareerSkills is that group you know everything!’The participants learn for years.The company is continuously on the
lopment of the CareerSkills module intermediate vocational education. I am convinced people such as those in the WGP target group, he it is a group training programme, with two trainers from each other, the group teaches itself. People lookout for ways of raising the bar within projects
by TNO Arbeid and the University of that there is a great deal of hidden potential in explains. “These people have already been told whose primary task is to facilitate. Roland explains, find it much easier to accept things from each other such as WGP and the Vocational Qualification
Utrecht is now in the final stages of this target group. And this training method helps “Whereas a teacher’s implicit message is ‘I know than from a trainer, so this approach is far more Programme. As one of the few, unfortunately.
fine-tuning. Philips is the first company to tap into it.” what I’m talking about, you don’t’, the facilitator helps effective.” CareerSkills training encourages people to Many more companies and organisations would
in the Netherlands that will be apply- ‘A person looking for you to get the best out of yourself, the message think about their career and the opportunities and do well to follow their example.”
ing this module, initially in the form of What distinguishes CareerSkills from other training being ‘Nobody knows everything, but believe me, choices they have. ‘What do I want to achieve?’, Frank Visser, manager for CV & WGP, deems
a pilot. At Philips, the training sessions methods is that instead of focusing on teaching
a job needs not just ‘what am I good at?’, ‘what are my options in the CareerSkills ‘an excellent tool for boosting the
will be given by ‘insiders’. All the WGP
coordinators have now been through a
people ‘hard’ skills, its primary aim is to strengthen
their belief in themselves. Roland, who discovered
the right skills but also labour market?’ and ‘how can I show other people
what I’m capable of?’. And yes, they are also taught
quality of WGP candidates at every stage of the
programme’. And that’s not all: “Everyone involved
‘train-the-trainer’ course and will the method in America and translated and adjusted self-confidence’ certain skills – transferable skills that will help the in reintegration agrees that good supervision is
become certified, subject to passing a it for use here, explains: “If you want to jump over participants to keep shaping their career. In turn, that essential to the success of work experience
competence assessment.The ultimate a ditch, there are two things you need: you must gives them more self-respect, makes them more programmes. But nobody is really able to explain
aim is to supervise all participants be able to jump, and you must believe that you too often that they are no good.You’re basically independent and increases their employability. exactly what form that supervision should take.
according to this method, throughout can make it to the other side.The same applies saying to them, ‘No, idiot, this is how you’re supposed I think we have now hit upon a method, in partner
the entire WGP programme. to a person looking for a job: of course you must to do it’.That’s more likely to stamp them even Pioneer and trendsetter ship with TNO and the University of Utrecht, that
The WGP coordinators who followed the
have the required skills, but you also need the further into the ground than to help them up out ‘train-the-trainer’ course for the CareerSkills
It is no surprise to Roland that Philips is to be enables us to demonstrate that we are treating our
basic conviction ‘I can do this’.” of the mud.” method, together with their teachers. the first to try out CareerSkills. “Philips has been a participants in a highly responsible manner.”
22 Vocational Qualification Programme (CV) and Philips Employment Scheme (WGP) - a peek behind the scenes 23Fatma Elzini wants to move up the social ladder Wouter van Houts pushing back boundaries in WGP
‘I’m secretly hoping for a permanent contract’ Young disabled person makes soft landing
“For me, there’s more to life than raising children At the end of 2008, the cabinet, employers and employees
and doing housework”, says Fatma Elzini (44). voiced the intention to help 10,000 unemployed young
“I had a good education in my native country, people with a physical or mental handicap into jobs each
and I want to achieve something in society here year. Wouter van Houts (30) is one of those people. Within
in the Netherlands too.” As a WGP-er in the the Philips WGP he is gaining work experience and skills
Philips myshop in Eindhoven, she has been given that will broaden his chances in the labour market.
that opportunity. “I’m secretly hoping for a
permanent contract.”
Wouter van Houts: ‘I was
Fatma Elzini: ‘I’m flourishing here thoroughly fed up with that
at Philips myshop’ never-ending weekend feeling’
Fatma, born and raised in Egypt, studied to good Dutch, became a member of the HOA either. “I’m learning a lot about dealing Wouter has Asperger syndrome, an autistic Science he got the supervision he needed Wouter is now working as a WGP-er at Philips
become an architect, and ran her own architect’s (Society for highly educated foreigners) and with customers, working with computers, spectrum disorder. That came to light during his and gained his chemistry degree. Dangerous Goods in a small, close-knit team.
firm for a number of years. She gave that up to registered with the CWI (Centre for Work administrative work and various other tasks. degree course in chemical technology at the He then found himself unable to get work. “I made a soft landing here”, he says, referring
follow her husband to the Netherlands (where I’m flourishing here – and nobody makes an Technical University in Eindhoven. He could “Nobody wants to take on a person with an to the pleasant team spirit (‘I have really been
he had found work), and devoted her life to issue of the fact that I wear a headscarf. Asperger background, certainly not if there are accepted’), good supervision and clear agreements.
keeping house and raising their two children. ‘There’s more to life I’m grateful for my one-year contract and will several candidates to choose from.” His first His main goals are to get into a work rhythm,
‘Young disable people can
“Deep down, I was unhappy. I’m the sort of than raising children learn as much as I can in that time. But my reintegration programme didn’t succeed. The gain work experience and improve his social and
person who wants to achieve something heart’s desire is still to get a permanent job.” do more than many decision to transfer to a reintegration bureau with other skills. “They are genuinely interested in finding
outside the home too. But many of the things
and housework’ lots of experience in helping people like himself out what I’m capable of. They supervise me well
companies think’
I tried didn’t work out, mainly because I was proved a good one. “They told me about the and provide the structure I need. Wherever
not sufficiently familiar with the culture and and Income). That finally resulted in her being opportunities at Philips. At that point, I had been possible, we find ways of getting round my
the language.” awarded a WGP placement at myshop. cope fine with the subject matter, but fared less sitting at home for three years, was thoroughly limitations. I am gaining valuable experience
Six years ago, she decided it was time for a She really likes the work and the atmosphere, well with the ‘freedom’ (i.e. lack of guidance and fed up with that never-ending weekend feeling here and soon I will be starting a biochemistry
radical change of direction. Fatma learned and has no complaints about the supervision supervision). At Fontys University of Applied and grasped at the chance.” course. I’m doing all I can to stay in work.”
24 Vocational Qualification Programme (CV) and Philips Employment Scheme (WGP) - a peek behind the scenes 25Frans van den Broek wants more than a post within SW (sheltered employment) Arthur Linck won’t let age stand in his way
‘Springboard to a better job’ ‘Looking for suitable work together’
Frans van den Broek (49) is not afraid of hard work. After a bad In the five years that he was unemployed, he wrote
start (as a teenager, he hated school) he managed to work his way 1500 letters of application – and got nothing but
up to being a text writer and professional photographer. Pursued rejections. “A horrible period”, says Arthur Linck
by reorganisations, he kept having to seek refuge elsewhere. That (56). Life couldn’t be more different now he’s
included a long period in SW. The entrance requirements for SW jobs working as a WGP-er in Terneuzen. “I set out to
were not as strict then as they are now. In the summer of 2009, he work every day with a spring in my step.”
made the switch to WGP. “I see this as a springboard to a better job.”
Frans takes care of a number of the communication at the Philips Employability Centre too, in order Will his luck last once his WGP period is over?
aspects of WGP and the Vocational Qualification to increase my chances in the business market.” Arthur is not sure. “From what I’ve seen, age
Arthur Linck: ‘I set out
Programme. Some of the texts and photos in this Frans, born and bred in Maastricht, opted for discrimination is still a problem.” But there’s
to work every day with
annual report are his work. “I have a 24-hour WGP himself. “When my partner got a job in no way he’s going to give up. He is now an a spring in my step’
contract”, he explains. “I still have links with SW accomplished machine setter. “I’m working
via Ergon – I write texts and take photos for towards Operator B. At the same time, I’m
them a few hours per week. I must admit Philips
‘I must admit Philips took gaining experience as part of an international
took some getting used to at first. SW is easy- some getting used to at first’ team. You’d think that must be worth something
going, Philips is much more business-like. But I’m in the labour market.”
learning lots – about efficiency, strategic processes
and decision-making within a multinational, for Eindhoven and we decided to move house,
‘From what I’ve seen,
example. I’ve now started a coaching programme I soon found a job with Ergon. But I didn’t want
to get stuck in that. I read about WGP in the age discrimination is still it came to finding a new job. He didn’t hesitate and I know something about them. I carry out
SW magazine. I wrote a letter, was invited for
a problem’ to grasp the opportunity WGP gave him to measurements, assist with production and help
an interview with WGP manager Frank Visser make a switch. refine the packaging materials. I am proud of my
Frans van den Broek: and was given a contract.” Philips Terneuzen produces starters for fluorescent part in this project.”
‘There’s loads of talent Frans says, “SW was good for me – I was offered In 25 happy years in graphics, Arthur worked lamps.That market is stagnating, so they are looking So what does the future hold for him? Who
in SW companies’ opportunities and took them. There’s loads of his way up to departmental head. But when for new business – such as the development of can say? “The WGP is a good tool. If Philips and
talent there. I think SW companies could put he found himself out of work as a result of a an innovative water purifier for aquaria. Arthur I could join forces to find me suitable work, then
that across better.” reorganisation, his age proved a problem when was asked to help. “I have an aquarium at home, it would be an excellent tool.”
26 Vocational Qualification Programme (CV) and Philips Employment Scheme (WGP) - a peek behind the scenes 27Elisa Gasevic’s determination earned her a WGP contract Violinist/music teacher Ali Unal sets off on a new track
‘Doing nothing all day is not for me’ ‘WGP opens up new horizons’
Her commitment and motivation made her stand out. Ali Unal (50) has a dream: he wants to become
But because she was a temporary worker, she did not a technology teacher at a lower secondary
qualify for a course to help her develop further. Philips vocational (VMBO) school. He is a qualified
Drachten gave her the chance she needed: following primary school teacher, so he’s no stranger
a successful entrance test, Elisa Gasevic was awarded a to the classroom. And at Philips Lighting in
WGP contract, whereby she can combine working with Roosendaal he is finding his way into the
training as an Operator A. And she’s doing well. “I passed world of technology. “WGP has opened up new
the theory component in six months.” possibilities for me, for which I’m grateful.”
Elisa Gasevic: ‘I passed the theory Ali Unal: ‘I suddenly had to mug
component in six months’ up on maths and chemistry’
The Serbian Elisa (37) and her husband ended given a residence permit and a house. Since (‘my average mark was a 7.5; I’m happy with Violinist/music teacher Ali came to the Netherlands put him in touch with WGP at Philips. He obtained ‘With the teaching
up in the Netherlands as refugees in 1994. then, Elisa has been the breadwinner, earning that) and embarked on Operator A training, twenty years ago from Turkey to be reunited with an Operator A diploma in just five months.
her money via temporary contracts. Her initially spending three days at work and two family members. He got his teaching qualification He did his practical placement in the HOR-A2
qualification-technology
husband, who has psychological problems, days at school. But having passed her theory and worked for some time teaching ‘non-indigenous department (TL production). “It was difficult. combination, perhaps I can
‘WGP has improved does what he can around the house and helps she is now working a bit more and studying a native languages’ at primary schools in Oosterhout What I really love is music – and suddenly I was
become a technology teacher’
the prospects for me with bringing up their two adolescent children. bit less. Elisa is quite pleased with how things and Breda. Ali seemed to have found his place having to mug up on maths and chemistry. But
Since Elisa started at Philips Drachten in are going. “Thanks to all the help I’m getting, in society – until the subsidy attached to his job I’m doing fine. In June I moved to a different
and my family’ 1999 as a temporary worker, she has moved the prospects for me and my family are was cut, he became unemployed and couldn’t department (HOR-1), and carried straight on “My first choice would be to teach violin, but it is
from one department to another many times. improving.” find other work. with Operator B. I’ve just completed the theory difficult to earn a living that way. I still like teaching
After three-and-a-half years in a refugee centre She enjoyed her work, performed well and component.” young people. Perhaps with the new knowledge
(‘all those different cultures cooped up together wanted to develop further. Her chance finally After five years of unsuccessfully applying for The combination of a teaching qualification about technology I’ve gained at Philips, I can
with nothing to do; it was terrible’) they were came within WGP. She did an entrance test jobs – ‘I was about ready to give up’ – the CWI and technology opens up new horizons for Ali. become a technology teacher.”
28 Vocational Qualification Programme (CV) and Philips Employment Scheme (WGP) - a peek behind the scenes 29Doctoral research: WGP approach far more effective than public initiatives
Top of the class
The Philips Employment Scheme combats unemployment far more effectively
than any of the government initiatives introduced to date. Doctoral research Joan Muysken (left) and Ruud Gerards:
carried out by Ruud Gerards, linked to the University of Maastricht, proves ‘WGP is not only an extremely effective
that beyond question. Ruud reaches other conclusions, too, some of which
employment scheme but also an attractive
additional recruitment channel for Philips’
are surprising – such as the discovery that over the years WGP has proved a
useful and relatively inexpensive additional recruitment channel for Philips.
Gerards, whose supervisor was Joan Muysken, of 69.6% have found work. Gerards dugged high percentage, bearing in mind that we arrived find a job more easily at the end than those they had too few qualifications to be able to – and WGP becomes an attractive and relatively
Professor in Macroeconomics, investigated his deeper. He peeled away the nice statistics in at 0.9% for public initiatives over the same period!” who enter in a period of low unemployment. gain a recognised diploma. “Nor is it unusual inexpensive additional recruitment channel than
subject thoroughly. He studied WGP annual order to get at the ‘net effect’. “It is reasonable The logical explanation is that in times of high for WGP programmes to last longer than the when the economy is struggling.”
reports, other Philips sources and countless to assume”, he says, “that a certain percentage Intake and outflow unemployment Philips has a better range of standard twelve months, especially when the
national and international reports and publica of ex-participants in reintegration programmes Philips aims at an annual WGP intake equivalent candidates to choose from – i.e. candidates labour market is tight. Gerards explains, Other conclusions
tions on the subject of combating unemployment/ to 1% of the current Philips population in the with more to offer. In other words, when “Participants are inadequately qualified and The research also led to a number of other
providing employment opportunities, and Netherlands. “On average”, concludes Gerards, unemployment is high, the quality of the intake it takes longer to raise their labour market conclusions, two of which we want to
organised the relevant information into three ‘We have no evidence “that goal is achieved, although there’s quite a is relatively high. “However”, says Muysken, prospects.That applies in particular to men aged mention here:
data sets. What emerged was a crystal-clear
picture of how effective WGP is in comparison
of Philips engaging in lot of fluctuation from one year to the next.
One explanation often given is that when the
“we have no evidence of Philips engaging in
cherry picking.” Conversely, if unemployment is
31 to 40. For women and people who have
followed higher education, WGP programmes
• Overall, the chances of getting a job fall as age
increases, although the chances for the 31-40
to all those public initiatives that everyone cherry picking’ economy is flourishing it is difficult to find enough high when participants leave the programme, seldom last longer than a year.” age group are still greater than for the 16-30
agrees were never very successful. The research suitable candidates.” Gerards also found that they will have less chance of finding a job, since On average, 15% of WGP-ers find a job within age group;
was carried out in the context of the Social the percentage of male participants fluctuates employers will have plenty of candidates to Philips. Closer investigation reveals that this figure • WGP offers equal opportunities to unem-
Innovation Network. would have found work anyway, even without in line with unemployment figures. “So when choose from. also fluctuates considerably. When the labour ployed people, whatever their background
this support. If we calculate this ‘deadweight loss’ unemployment figures are high, the percentage of market is tight, this percentage is considerably (male/female, nationality, etc.); more research
Net effect and subtract it from the ‘gross effect’, we arrive male WGP participants is also high. It follows that Longer programmes higher than in periods of high unemployment. is needed to discover the underlying reasons.
It was not news that the WGP approach gets at the ‘net effect’. In the case of WGP, the sum is when the economy is healthy, the percentage The study also examined the length of Muysken suggests, “Although we didn’t research The central research question was: Does a
good results. Six weeks after completing a WGP as follows: 61% (the percentage that found work of female participants increases.” WGP programmes. Since the nineties, half this specifically, we can assume that Philips is private employment scheme (i.e. Philips WGP)
programme, an average of 60.7% of participants in the period 1999-2005, ed.) minus 33.1% Another interesting finding was that those who the candidates have had to follow a pre- more inclined to draw on supplies of suitable produce better results than public initiatives?
have found a job, and after one year an average deadweight loss equals 27.9%. A exceptionally enter WGP in a period of high unemployment programme before entering WGP because WGP-ers when the labour market is tight The answer is an indisputable yes!
30 Vocational Qualification Programme (CV) and Philips Employment Scheme (WGP) - a peek behind the scenes 31You can also read
