EmployID is a research project aiming at supporting public employment services and their employees in adapting to the changes to their world of work by facilitating the development of their professional identities.
EU Invitational Symposium: PES Under Pressure brings together stakeholders from major PES and allied organisations
This last October, 62 representatives from EU countries including Austria, Belgium, Bosnia and Herzegovina, Croatia, Cyprus, England, Germany, Greece, Ireland, Poland, Slovakia, Slovenia, Spain and Sweden attended a highly successful EU invitational Symposium held at the Royal Society for the encouragement of Arts, Manufactures and Commerce in London. Susan Park, Work Services Director & Head of Operational Delivery Profession, Department for Work and Pensions (DWP), UK delivered an opening address outlining progress made in developing an in-house MOOC for PES work coaches to inform and support their practice. Wolfgang Müller, Bundesagentur für Arbeit, PES Network, gave a European PES perspective on emerging themes within PES organisations such as ‘bench-learning’, meeting the needs of changing customer groups, use of labour market intelligence/information and EU employer engagement strategies – visit: http://ec.europa.eu/social/main.jsp?catId=1100&langId=en. This was followed by a global perspective from Margareta Olsson Dahlgren, Consultant, from the Worldwide Association of Public Employment Services (WAPES) - visit: http://wapes.org. Margherta highlighted one of the challenges facing the PES is to provide effective long-term employment for people aged over 50, including transitions from one employment to another. She also gave examples of how representatives from PES in differing international settings are meeting for peer reviews, for example, Canada, Korea, Japan and Germany recently met in Bonn 13-14 October for the kick-off of a global peer review in the frame of WAPES. In a volatile labour market, Public Employment Services (PES) across Europe constantly need to adapt, become more resilient and innovative in their work. Dr Suzanne Kraatz who has longstanding experience of working within both the PES Network and European Lifelong Guidance Policy Network (ELGPN) shared some insights on practitioner competences and the support needed by PES managers and practitioners to develop skill sets, knowledge and competences that address the need for integration and activation of job seekers in fast changing labour markets
Peer coaching is emerging in PES across Europe as an important support mechanism for learning new skills and reflection on practice. Drawing on an extensive range of coaching, guidance and counselling literature, the EmployID team is currently looking at teaching others how to peer coach, what they can do to cultivate their own peer coaching network - a group of trusted people who can help each other by providing encouragement, a different perspective on obstacles and opportunities, and support to test out new and innovative ways of working. This is not a replacement for professional coaching, career guidance and/or counselling; instead, EmployID is co-creating with PES practitioners new approaches such as online communities of practice that enable PES practitioners to help each other in their efforts to deliver effective services to their varying client groups. Coaching,
The last decade has witnessed constantly changing public sector environments wherein revolutionary technologies are impacting on service design and delivery.
EmployID celebrates 10 years anniversary of knowledge maturing model with special track at I-KNOW 2015
Ronald Maier and Andreas Schmidt together with Christine Kunzmann organized the special track Social Knowledge Management at I-KNOW 2015. With the advent of social media, knowledge management had to rethink its conceptual foundations on how knowledge develops on a collective level.
Andreas Schmidt opened the session with a look back on how the field has evolved. Ten years ago, at I-KNOW 2005, the very first version of the knowledge maturing model was presented, aiming at integrating diverse perspectives on knowledge, and since then, numerous cross-disciplinary research activities have contributed to the extension and refinement of the model. At the heart is the insight that knowledge develops along distinct phases in which its characteristics and thus requirements for support change. It brings together different perspectives and provides a framework for analysis and design of interventions.
Together with Christine Kunzmann, Andreas Schmidt continued to present recent research from the EmployID project. It concentrated on the use of patterns as structured description of experiential knowledge intended for reuse. They presented a tool-chain in which socio-technical patterns can be developed from peer coaching activities in which eliciting of motivational and affective aspects becomes possible, via a collaborative editing system Living Documents to social learning programmes to disseminate to and engage with a wider audience.
EmployID at International Association of Educational & Vocational Guidance, 18-21 September, 2015, Tsukuba, Japan
The expanded influence of ICT has been a key development over the past 30 years and looks set to dominate labour market changes in the foreseeable future. In parallel, modern employment and careers service delivery has become fundamentally IT-dependent, because of the profound changes evident to the methods of recruitment and job search.
As part of the symposium on Integrating ICT in employment and career practice: opportunities and challenges, Alan Brown, Jenny Bimrose & Deirdre Hughes presented a contribution that explored the impact of ICT on employment and careers work, some challenges and emerging opportunities. The validity of socially constructed knowledge and the influence on the training of employment and career practitioners were explored, through the use of closed private on-line learning programmes (using a MOOC learning platform) to support the continuing professional development and identity transformation of staff in public employment agencies in Europe.
Tackling the challenges of PES with Technology-Enhanced Peer Coaching at ANSE Summer University 2015
EmployID member Barbara Gogala (ZRSZ) attended at ANSE Summer University in Zadar, Croatia from 17th to 21st August 2015. The summer universities topic was “Supervision - Guiding Lights for Development in Times of Crisis”.
Summer University was organized by Croatian Association for Supervision in cooperation with ANSE. Plenary lectures focused on the impact on crisis to professionals offering supervision mostly in social field. The workshops were more diverse, showing some creative methods, tackling diversity, evaluation process, secondary traumatization… Attention was paid to the results and learning outcomes of International intervision processes that have been going on among ANSE members for more than 15 years now.
On 18th August 2015 Barbara Gogala (ZRSZ) and Carmen Wolf (KIT) held a workshop together on “Tackling the challenges of employment counsellors with technology-enhanced Peer Coaching”. Barbara was there face-to-face as presenter and Carmen was connected via Skype. This technical challenges was an opportunity to try out another way of presenting material remote. The workshop was on the challenges the PES face and how EmployID is tackling these with Technology-Enhanced Peer Coaching/ Online Peer Coaching. Current works on concept, training and tools were presented and afterwards the advantages and disadvantages of doing peer coaching online were discussed. Advantages that were seen in Online Peer Coaching were: It might be better for some people to express themselves since they are able to take their time (“slow down – think first – write down”), social media is too unprofessional to use for the professional context, it is a part of nowadays society world (new media) and it should be seen as another tool for coaching instead of a concurrent method or approach. Disadvantages that were mentioned was the influence of sound (if with audio), missing contact and therefore the missing emotional connectivity. The question was raised, if persons using the peer coaching know each other before and blended-learning approaches were suggested so that people better understand each other and their concepts behind written language.
The theoretical concept of coflection was presented for the first time to an external audience at this years EC-TEL Conference in Toledo, Spain. Michael Prilla (RUB) and Carmen Wolf (KIT) first gave a short introduction why this approach is timely according to nowadays workplace learning needs. After this, coaching and reflection were explained separate and main connection as well as differences shown. The coflection concept has three levels: process level, element level and meta-level. These were illustrated and afterwards first prototypes for collaborative reflection (within a EmployID community of practice) and peer coaching revealed. The last minutes of the presentation was about how to interlink the prototypes. For more on this check out the slides or the paper.
Questions were raised about how coflection will be implemented in practice and if peer coaching or coflection provide lower outcome in comparison to individual coaching with a professional coach.
The interactive poster on Augmenting Learning Tools with Reflection Support has won this year's ECTEL's Best Poster Award. It has shown the potential of reflection support as a plugin to other systems to provide reflection opportunities.
EmployID representatives (Christine Kunzmann, Andreas Schmidt, and Carmen Wolf) have organized the sixth edition of the MATEL Workshop series. In this workshop edition, we have concentrated on a pattern-based approach to capturing socio-technical design experiences, an area where EmployID is also concentrated on. The participants were actively discussing opportunities and challenges with patterns. A more detailed summary as well as the contributed papers and presentations are available from the MATEL wiki.