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by Nathalie Snijder
Heiligeboontjes
The Heiligeboontjes Foundation aims at reintegrating young people with a distance to the labor market in society. The Foundation's core task is to guide work, but that does not imply transfer of skills and behavioral behavior. There is more to watch, much more. For example: How can you expect someone to report to him at 8:00 the next morning if he does not have a roof over the night? So in the Foundation, the coaches are also active in many areas not only with the work-learning process. By 2016, they helped 15 young people to work and by 2017 they hoped to reach 21 young people.
Contact details: Eendrachtsplein 3, 3015 LA Rotterdam ma-vr 8:00-18:00 uur za-zo 10:00-18:00 uur
Burgemeester Meineszplein 19, 3022 XB Rotterdam ma-vr 9:00-18:00 uur za 9:30-16:30 uur
https://www.heiligeboontjes.com/stichting-heilige-boontjes/
Ontmoeting
Logged people are supported by Ontmoeting to get their lives back in order. They teach them to stand on their own feet, to establish relationships and to maintain and make the right choices. This way they get perspective in their lives. The volunteers and staff members make heartfelt care for their fellow human beings. By offering a listening ear or practical guidance. Or by performing supporting tasks. Vulnerable people who lost connection to themselves and their environment are supported by Ontmoeting. In Rotterdam on the Bospolderstraat they have a "thuishaven", from which intensive housing guidance is offered for up to one year. This year, clear goals will be set for clients to work and looking for affordable housing. Meeting offers its clients guidance when living and finding a job. The goal is that clients will live as independently as possible with their own rental contract, with Meeting assistance remaining at a distance.
Contact details dienstencentrum: ’s Gravendijkwal 95 3021 EH ROTTERDAM 010 425 3303
Contact details thuishaven Delfshaven: Bospolderstraat 39a 3025 ET ROTTERDAM
https://www.ontmoeting.org/locaties/thuishavendelfshaven/
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Info buurtsteunpunt & wijkcentrum visserijplein
(see English below)
Buurtsteunpunt (Leger des Heils)
Er kunnen recreatieve activiteiten worden gevolgd als film avond, eten en bijeenkomsten gericht naar een bepaalde groep. Denk hierbij aan vrouwen avonden maar ook jongens avonden (middelbare school). Er worden ook kleine cursussen gegeven voor weinig of geen geld. Zoals computerles, naailes en Nederlands.
Ik werd op hun website doorverwezen naar wijkconnect, wat ook erg interessant klinkt. Zij willen mensen en organisaties verbinden in de wijk door middel van een online platform. https://www.wijkconnect.com/rotterdam/delfshaven/
Wijkcentrum Visserijplein aka Pier 80
Mensen kunnen hier terecht voor vragen zoals uitkeringen, werk, wonen, belastingen en kwijtschelding, geldzaken, consumentenzaken, familierecht, vreemdelingenrecht, onderwijskosten en studiefinanciering etc. Zij richting zich op laaggeschoolde, mensen met weinig inkomen en weinig zelfredzaamheid.
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Neighborhood support point (Army of Salvation) Leisure activities can be followed as film evening, food and gatherings aimed at a particular group. Think about women's evenings but also boys' nights (high school). Small courses are also provided for little or no money. Such as computer lessons, sewing class and Dutch. I was referred on their website to Wijkconnect, which also sounds very interesting. They want to connect people and organizations in the neighborhood through an online platform. https://www.wijkconnect.com/rotterdam/delfshaven/ Wijkcentrum Visserijplein aka Pier 80People can answer questions such as benefits, work, living, taxes and remission, money, consumer affairs, family law, foreign law, education and student finance, etc. They focus on low-skilled, low-income people and low self-reliance.
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Possible openings metro kaart
by Bo Kusters & Nathalie Snijder
Places could help:
Groencooperatie
Buitenboel
Voedseltuin
Peoples power
De ontmoeting
Kluscooperatie
Bouwakademie
Heiligeboontjes
Buurtsteunpunt
Waterstokerij
Schiezicht
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Notes meeting 25 okt
by Bo Kusters & Nathalie Snijder
We thought about some questions which we want to keep and which we want to add. We decided to think about some of the “skill” programs which could potentially be a thing.
We also decided that we started looking into the companies on the metro card so we can maybe interview the people working there or maybe the managers in case we can’t get enough interviews.
Let’s say a course in green management. Which takes about 1 month and requires being there 3 times a week. And we wanted to see if 25 euros for the whole course would make them more involved.
A course in the catering industry. Which takes about a month and a half and requires being there 2 times a week and wants to have you do some sort of internship at least 1 day. And we wanted to see if 25 euros for the whole course would make them more involved.
A course in building. Which takes about 2 months and requires being there 3 times a week these are only afternoons. And we wanted to see if 25 euros for the whole course would make them more involved.
A course in caregiving. Which takes about 2 to 3 months and requires being there 2 to 3 times a week these are only afternoons. And we wanted to see if 25 euros for the whole course would make them more involved.
Are you currently looking for a job? or have you in the past?
if so, what were the troubles finding one, how did you feel about that?
Did you get enough help from your organisation?
What can the organisation change so that they can help you better?
Are you familiar with the idea of open badges?
Do you think the ‘open badges’ can help you with a job or an internship?
What do you hope to achieve?
How does a day in your life look like?
How would you help you and your peers with finding jobs or getting motivated?
What do you expect (from us?)?
What is the main important thing to you in life?
These are more about breaking the ice
What would be your dream job?
What was your favourite subject in school?
Do you have hobbies which could potentially be a proper job?
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Meeting
Upcoming Wednesday (25th of October) we’ll meet at 12.00 in room bl-1.1.
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Question focus
by Bo Kusters & Nathalie Snijder
So as you may have seen in the WhatsApp group, Linda attended us on where our focus point needs to be. A customer journey/blueprint it is nice to keep that in mind.
The assumptions I noted from the meeting are:
The power of the program will lie in the fact that more personal “labour” will be desired and these youths can help that.
Also working in the field of making a neighbourhood more energy neutral, there is a lot of jobs to “win here”
The program will work because it is not in a school environment, they think youths are not comfortable there.
A gamification element will help to keep them interested (like collecting Pokemon)
This program will work because it offers a new way of identifying talent based on competence and attitudes, making the young people better match the ‘new’ employers.
Do you have any to add to these? Feel free to edit/add this.
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Everyone’s questions until now (19 okt 23:00)
Nathalie Snijder
Are you currently looking for a job? or have you in the past?
if so, what were the troubles finding one, how did you feel about that?
Did you get enough help from your organisation?
What can the organisation change so that they can help you better?
Are you familiar with the idea of open badges?
Do you think the ‘open badges’ can help you with a job or an internship?
What do you hope to achieve?
Bo Kusters
What is the reason in your opinion that finding a job is hard?
How would you feel about following a workshop like this and be introduced to the network?
Are you invested in the community?
How does a day in your life look like?
How would you help you and your peers with finding jobs or getting motivated?
What would be your dream job?
What was your favourite subject in school?
Do you have hobbies which could potentially be a proper job?
Susanne Vos
- What do you like about Delfshaven?
- What do you miss in Delfshaven?
- What would you change in Delfshaven?
- How do you see Delfshaven in 20 years?
- Are you still living here?
- What makes you motivated?
- What keeps you motivated?
- What do you expect (from us?)?
- What is your dream job?
- What is the main important thing to you in life?
——————————- dimons questions
what are the badges saying?
what is the employee deserving?
what kind of platform will it be presented?
what is the goal of the badges?
what is this different from current systems?
why do we need this project?
why is it so important to help this youth?
why are this youth not getting a job right now?
why should it be local?
why Delfshaven?
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Research
by Susanne Vos
https://mrdh.nl/RNE
https://mrdh.nl/sites/mrdh.nl/files/files/Roadmap%20Next%20Economy%20NL%20versie(2).pdf
Third Industrial Revolution // Next Economy // Digital Revolution
Job Opportunities:
Circular Economy
Construction and installation
3D Printing
Maritime Industry
(blz. 4)
Question: What kind of skills does companies ask for this job opportunities?
Key Words:
Lateral Relationships
Small-scale
Local
Collaboration
Micro-entrepreneurship
Flexibility
Fluecity
Innovation
Creativity
(blz. 44)
Internet of Things; Digital protection; http://computerworld.nl/security/101331-nederlandse-regering-maakt-zich-eindelijk-druk-over-iot
Next Skills Developing high-quality and relevant skills; this completely make available to the labor market, by direct application business premises and in neighborhoods. • Personal skills - Digital skills, learning to learn, self-organizing ability, working in teams, creative thinking, and so on. • Professional skills - Design thinking, co-creation, problem solving ability, multidisciplinary work, and so on. • Entrepreneurial skills - See opportunities, innovative institution, "why not" mentality, et cetera. • New tech and T-shaped professional - commitment to new specializations; knowledgeable in-house, but with an eye for other disciplines
Next methods • Talent development - Based on personalized learning based on needs and practical experiences of students. • Pedagogy and learning methods - Educational methods to students stimulate to develop own motivation. • Education - Digital design and new forms of making in one inspiring surroundings. • Hybrid constructions - fade the boundaries between education and the workplace • Formal and informal learning - not only in school but also in social situations (contextual learning, social learning, informal learning) • New technology - is not just a topic but also an instrument the education. • Blended learning and Massive Open Online Courses (MOOCs) - to use, itself to develop and integrate into individual curricula.
https://www.mooc-list.com/
•Ecosystems for entrepreneurs - education to prepare students for startups like hackathons, pressure cookers, and so forth.
Next teacher • Volume problem - imminent deficit, especially to teachers for practical subjects and specialized technicians. • Quality problem - from unqualified qualified teachers, scholarships for teachers, teacher register. • Invest in new knowledge and skills - changing role of knowledge transfer to coach and facilitator. • Education transformation - prepare teachers for structural changes the education. • Professionals for the classroom - Practical experiences and digital skills.
Question: How can people share their practical skills to become a teacher?
(blz. 46)
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interview questions
- What do you like about Delfshaven?
- What do you miss in Delfshaven?
- What would you change in Delfshaven?
- How do you see Delfshaven in 20 years?
- Are you still living here?
- What makes you motivated?
- What keeps you motivated?
- What do you expect (from us?)?
- What is your dream job?
- What is the main important thing to you in life?
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dimons questions
what are the badges saying?
what is the employee deserving?
what kind of platform will it be presented?
what is the goal of the badges?
what is this different from current systems?
why do we need this project?
why is it so important to help this youth?
why are this youth not getting a job right now?
why should it be local?
why delfshaven?
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How the process works with youth workers
They make an appointment with the youngster, a friendly speak to get to know the person, where he or she lives, what does she or he do at the moment etc then they fill in a form together
Based on :
-Which language they speak
-Their educational background
-if they have work experience etc
-what are they good at , for example social skills, working with clothes , babies etc
based on all those information they make a planning
which first to see what the person likes and if he or she can work in that field based on knowing what they are good and ask some more question etc
then they make a C.V together
Example :
They make an c.v for someone who likes to work in a clothing store, they make sure everything looks good in c.v , picture etc and go together to the stores , they also have usually a data base of stores companies etc looking for people so they suggest those as well but if those are not what the person likes, its all good and no pressure , they try the ones he or she likes as well , its an internship first
About 6 months sometimes less, and they suggest what to do etc to have a chance to be hired probably after the internship, during these job/internship hunting appointments , they usually meet up before have a coffee, and aim is in a friendly and easy going way motivate the person to go for this job and internships.
If the person wants to study and is still young they also help out to find a way to get him to study etc
The whole approach toward these youngster is extremely friendly , because they are very venerable and sensitive, with low self steam and usually think they cant do anything or society doesn’t have a place for them , they have been judged etc , so the approach is more like a parent , sister etc toward them and encourage them to follow what they like , basically their dream or just find a way to be able to work and pay for their needs.
1- I think the ‘’badge’’ project can be very useful for the C.V of the people who don’t have any work experience, therefor for the youth workers it can be extremely useful, imagine if in the section of interest and traits, they mention organizing ability, ability to work in a team, social skills, etc and they have a badge for it, they would actually have an experience for those traits they mention in their C.V ,therefore it highers the chance for getting a job.
2- The youth workers already doing their best to provide a better life for the youth they work with , it’s important to be aware and use it as a complement at the beginning of interview and be someone who likes to offer extra help next to what they do already.
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Sectoral structure according to number of jobs (in %)
Unemployment by educational level in %
Another indicator of labour market prospects for students with various educational degrees are unemployment rates per educational level. Unemployment rates are highest for those with only primary education (9.2%). Those with a secondary educational degree are somewhat better off as their unemployment rate is around 6.5%. People with a tertiary educational degree have significantly better chances of finding a job. For those with a bachelor degree (from either a UAS or research university), the unemployment rate is 2.6%. For those with a master of PhD degree this is 3.3%. The general picture is that the unemployment rate declines with the educational level.
One interesting observation, however, is that people with a more practice-oriented tertiary education (SVE and HPE/UE bachelor) have better labour market prospects than those with a masters or PhD degree from a research university. Among all educational levels, those with a more technical-oriented study tend to have better labour market prospects than those who follow a more social/economic-oriented study.
Labour market prospects per educational level
Graduates with good or very good labour market prospects (%)
Source: ROA Statistics Netherlands Statline
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Sectoral structure according to number of jobs (in %)
Source CBS.nl
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Education level of the labour force in Rotterdam
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Netherlands, Rotterdam, it’s Economy and unemployment
Sources
DutchNews.nl: Strongest economic growth in Amsterdam, highest unemployment in Rotterdam http://www.dutchnews.nl/news/archives/2017/04/strongest-economic-growth-in-amsterdam-highest-unemployment-in-rotterdam/
City of Rotterdam Regional Steering Committee (2009), “The City of Rotterdam, The Netherlands: Self-Evaluation Report”, OECD Reviews of Higher Education in Regional and City Development, IMHE, http://www.oecd.org/edu/imhe/regionaldevelopment
In 2016 At 3%, Amsterdam registered the strongest growth of the four largest Dutch cities. Growth in both Utrecht and Rotterdam was put at 2.3% while The Hague trailed at 2.2%.
Unemployment was highest in the Rotterdam region, the CBS added, reaching 11.3% in the region and 8.2% in the city itself. In the country as a whole, some 6% of the working population was without a job.
Based on SWOT-analyses in this self-evaluation report it is clear that regional cooperation in the city region of Rotterdam leaves room for improvement. At the moment regional cooperation is often fragmented and not well-structured, although in specific cases there are successful examples of regional cooperation
From the SWOT analysis it is clear that incentives for regional cooperation seem to be missing. Funding mechanisms of the institutions involved are not targeted at enhancing cooperative structures at regional level. Aside from that, the regional market for higher education appears to be largely segmented and is characterised as complex
Moreover, stakeholders involved do not experience concrete incentives to cooperate with each other. What appears to be lacking is a common sense of urgency for action. Also a structure for sustainable partnerships is not available.
serious need for a structure to initiate and coordinate regional cooperation.
‘’And most importantly what I understood, although there is shared vision in-between corporations, local businesses etc, to create more jobs, develop further etc, there is a high level of competition and low level in collaboration, etc in-between them and most importantly the motivation and drive to collaborate together.
Which is the same when it comes to motivate the social workers to work with, same goes for the smaller segments such as youth and unemployed population.’’
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