Charikleia Manavi
Social Anthropologist - Career Counsellor - Adult Educator
Ph.D Candidate in Training and Continuing Education for Guidance Counsellors and Teachers in Inter-cultural Approach to Career Counselling (Aristotle University of Thessaloniki)
SUBJECTS: Guiding migrants to their highest potential: training of cultural mediators identifying prior learning of migrants
Back to work training course for employment counselors and guidance staff of returning migrants and unemployed
Enhancing the Skills and Identity of Cultural Mediators Enhancing the Skills and Identity of Cultural Mediators
in a multicultural Europe» (ESΙ-CM 2013) 8th & 9th in a multicultural Europe» (ESΙ-CM 2013) 8th & 9th
January 2014, Patras, GreeceJanuary 2014, Patras, Greece
SUBJECTS:A. Guiding migrants to their highest potential : Training of cultural mediators identifying prior learning of migrants •Migration: “Cargo Cults” and Frustration• Transition and Return Migration• Human capital and embodied intercultural capital as Skills Passport• The role of cultural mediator in guiding migrants
B. Back to work project•Context, background and products•Counsellors Competences•Counselling instrument presentation
The Presentation
“Cargo cults”Modern-day Cargo cults are those “activities” arising from the expectation of abundant, supernaturally generated, Western-style cargo. The concept cargo implies a totality of material, organizational and spiritual welfare, collectively desired as a replacement for current inadequacy and projected into the imminent future as a coming “salvation”. Examples of modern-day cargo cult behavior can be found in migration where we can see what happens when some societies interact with other societies, giving pictures-Cargo!
Charikleia Manavi - Guiding migrants to their highest potential
European Background for Migrants
•Generally poor employment prospects for immigrants (unemployment levels for immigrants are twice as high as for white people born in Austria)•Difficulty to use qualifications attained abroad in the labour market•Barriers to official recognition of qualifications attained abroad (costs of procedures, length of procedures, missing certificates, etc.)•Unskilled employment despite having qualifications•Mainly mono-culturally oriented education in vocational training organisations•Non-recognition of informal qualifications and skills •Difficulty for potential employers to assess professional skills without formal certificates
Charikleia Manavi - Guiding migrants to their highest potential
DefinitionsCompetences – A combination of professional, social and personal skills which are needed to carry out given tasks in specific situations.Competence profile – A structured analysis of the competences of a given individual. Every person has at their disposal a pool of competences and resources (often unknown to themselves). Skills and competences are outlined with regard to specific external requirements. In our case these requirements are dictated by the labour market.Education counselling – The formulated competences and resources are activated and appropriate information is made available. In doing so, the individuals are made aware of their potential.
Charikleia Manavi - Guiding migrants to their highest potential
Guidance is of fundamental importance for the orientation
(informing, advising, enabling self reflection) and the assessment of
persons knowledge skills and competences
Charikleia Manavi - Guiding migrants to their highest potential
Back to Work – Project andCounseling instrument presentation
Charikleia Manavi - Guiding migrants to their highest potential
Partners •IREA, Romanian Institute for Adult Education Timisoara, Romania – project management
•National Knowledge Centre for Validation of Prior Learning - NVR, VIA UC, Denmark
•MEH, Merseyside Expanding Horizons, regional non-profit org., Liverpool, England
•Aristotle University of Thessaloniki, Greece
•DIE, Deutsches Institut für Erwachsenentbildung, Bonn, Germany
•ECET, European Centre for Education and Training, Sofia, Bulgarian
•ARCA, ngo, non-profit (associative partner), Bucharest, Romania
Charikleia Manavi - Guiding migrants to their highest potential
Context, background and products of the project
The general aim of the project was to develop the practice of validation and recognition of competences as part of the counseling services offered by the local employment offices in order to improve their counseling services for unemployed people and returning migrants and increase their chances of entrance to the labour market. (LLP – Leonardo da Vinci – Transfer of innovation, 2011-2013)
Charikleia Manavi - Guiding migrants to their highest potential
Backgraound
• an increasing unemployment rate
•previous experience and competences acquired in different settings by unemployed (including returning migrants) go unrecognized
•fail in providing counseling services responding to the real needs
Charikleia Manavi - Guiding migrants to their highest potential
Target group
•The direct target group: counselors/staff working in adult education institutions (public or private), with an initial or medium level of knowledge and competences in the field and being motivated and assessors from the assessment centers;
•The indirect target group: migrants, return migrants, unemployed people, low qualified people
Charikleia Manavi - Guiding migrants to their highest potential
Objectives
•To raise awareness on the importance of validation and recognition of competences practice in the context of promoting efficient matching between needs and competences on the labour market;
•To develop a counselling instrument that facilitates validation of prior learning outcomes in relation with job opportunities;
•To enable counsellors, NGO representatives and assessors to use this instrument
Charikleia Manavi - Guiding migrants to their highest potential
Products•Platform with online-tools (instrument and user guide)
•List of basic competences for career counselors
•Model for Self Evaluation of Competences related to Recognition of Prior Learning (RPL) for career counsellors, EQF Level 6
•A Counselling Instrument Including: List of competences (social activities, family life, hobbies, voluntary sector and work)
•Portfolio – pieces of evidence
•Report
•Case studies
•A User Guide Charikleia Manavi - Guiding migrants to their highest potential
The training concept for counselors and the instruments they will use when supporting unemployed persons is developed on the base of innovations produced in
•VINEPAC (www.vinepac.eu),
•ACCED (www.acced.euproject.org),
•FamCompass (www.famcompass.eu) projects.
Charikleia Manavi - Guiding migrants to their highest potential
3. Counsellors’ competences
•Professional behavior
•Interpersonal competencies
•Facilitating Individual and Group Learning
•Career Counseling
•Information and Resource Management Related to the European Qualification Framework level 6 the competences are described like this in details:
Charikleia Manavi - Guiding migrants to their highest potential
3 steps Self-Evaluation of counselor competences related to Validation of Prior Learning (VPL), EQF level
Charikleia Manavi - Guiding migrants to their highest potential
counselling instrumentcounselling instrument The Back to Work counselling instrument has different The Back to Work counselling instrument has different parts:parts:
•General information about the client
• List of Competences
• Reflection File: social activities, family life, hobbies, voluntary sector and work
• Portfolio with Pieces of Evidence
• Case Studies
Charikleia Manavi - Guiding migrants to their highest potential
competences (social activities, family life, hobbies, voluntary sector, work )Communication at work place Working in a team Planning the activity of a team Diversity Orientation Building Relationships Problem Solving Learning and development Creativity Innovation Work Commitment Time Management Management skills Job knowledge Planning an activity Organizing an activity Decision making Knowing the health and security norms in working activities Quality assurance Self development For each of these competence areas: 4-17 statements about sub competences are to be valued on a scale from 1 to 4:
Charikleia Manavi - Guiding migrants to their highest potential
List of competences – social activities, family life, List of competences – social activities, family life,
hobbies, voluntary sector and workhobbies, voluntary sector and work In the following table, indicate which competences you have already acquired
in the field of social activities. Think of concrete examples that are relevant to the social activities. Four levels are distinguished. For each competence, please specify the level
you find relevant. If a competence doesn’t seem relevant to you, don’t specify
anything. • Level 1: The competence seems relevant to you but is not familiar with it.• Level 2: You have that competence, but you do not reflect on it.• Level 3: You apply the competence but reflect how to improve it.• Level 4: The competence is an integrated part of yourself, you use it and
you reflect on how to improve it. The levels on which a competence can be owned are defined in relation to the
European Qualifications Framework. They suppose a growing amount of
experience with autonomy in adopting the competence (www.famcompass.eu). Charikleia Manavi - Guiding migrants to their highest potential
CompetencesCompetences SubcompetencesSubcompetences LevelLevel11 22 33 44
Communication at work place
I am able to transmit and receive information I am able to involve in group discussion, on professional aspects I am able to argue my own points of view I am able to respect others’ opinions I am able to talk openly and honestly I am able to understand instructions I am able to listen in order to clarify information I ask questions to test for clarity and understanding " explains complex terms " uses concrete examples
I am able to communicate with others in the way others like
I am able to write in a concise and organised manner I share information with others to help them perform their jobs & seeks information from others
I listen actively & speak clearly and directly I state my opinions clearly and concisely I demonstrate openness and honesty I ask others for their opinions and feedback I ask questions to ensure understanding Other ability
Charikleia Manavi - Guiding migrants to their highest potential
CompetencesCompetences SubcompetencesSubcompetencesLevelLevel
11 22 33 44
Working in a team
I am able to identify the tasks inside a team
I am able to involve in a team tasks
I am able to communicate with people on all levels informally or formally
I am able to share pertinent information with all members of a team
I am able to promote a team spirit within and outside a group
I am able to respond positively to instructions and procedures
I am able to manage own work with others
I am able to value working relationships
Other ability
Planning the activity of a team
I am able to identify the tasks and complete them
I am able to delegate a working plan to a team
I am able to coordinate the team activity
I am able to respect the deadlines
Other ability
Charikleia Manavi - Guiding migrants to their highest potential
CompetencesCompetences SubcompetencesSubcompetencesLevelLevel
11 22 33 44
Diversity Orientation
I am able to value differences among team members
I am able to understand and respond to others' needs and priorities
I am the sort of person who’s supportive of my colleagues
I am able to treat each person as an individual with individual needs and issues.
Other ability
Building Relationships
I am able to establish a rapport with others and respect their wishes
I am able to be sensitive to others’ needs and dignity
I try to treat all people with respect
Other ability
Charikleia Manavi - Guiding migrants to their highest potential
CompetencesCompetences SubcompetencesSubcompetencesLevel
11 22 33 44
Problem Solving
I am able to identify problems and take action to address them
I am aware of the impact of a problem on an organisation
I am able to implement solutions and evaluates results
I can anticipate problems and use my initiative
I am able to gather information before making decisions
I am able to adapt well to changing priorities, deadlines and directions
I am calm, even under pressure and can meet tight deadlines
I am able to analyse current procedures for possible improvements
I have good analytical skills
Other ability
Charikleia Manavi - Guiding migrants to their highest potential
CompetencesCompetences SubcompetencesSubcompetences LevelLevel11 22 33 44
Learning and development
I am able to establish a favourable environment for learning and development of team members
I am able to coordinate individual development, group learning and personal development
I can recognize transferable skills I can manage my performance
I am able to offer feed-back in a constructive manner Other ability
Creativity
I am able to seek ways to improve all aspects of the job
I am able to make constructive suggestions
I have good practical skills
Other ability
Innovation
I am able to challenge conventional practices in a positive way
I am flexible and adaptable
I enjoy a challenge Other ability
Charikleia Manavi - Guiding migrants to their highest potential
CompetencesCompetences SubcompetencesSubcompetencesLevelLevel
11 22 33 44
Work Commitment
I am willing to give extra effort and time to get a job done
I am able to support colleagues to meet goals
I am enthusiastic about taking on challenging projects and responsibilities
I am goal oriented and target focused
I like to see a job well done
I am willing to go the extra mile
Other ability
Time Management
I am able to complete tasks efficiently and on time
I am able to remain calm in an emergency situation
I am able to prioritise my work
Other ability
Charikleia Manavi - Guiding migrants to their highest potential
CompetencesCompetences SubcompetencesSubcompetencesLevelLevel
11 22 33 44
Management skills
I am organised in my approach to my work
I am able to motivate others to work together to achieve goals
I am able to resolve personnel problems quickly and effectively
I am able to promote teamwork and cooperation in the workplace
I am able to provide constructive, ongoing feedback
I have good leadership skills
I have good communication skills
Other ability
Job knowledge
I have a wealth of experience
I am able to apply knowledge to identify issues and take appropriate action to resolve problems
I am able to work to develop additional technical knowledge and skills
I am always willing to share ideas
Other ability
Charikleia Manavi - Guiding migrants to their highest potential
CompetencesCompetences SubcompetencesSubcompetencesLevelLevel
11 22 33 44
Planning an activity
I am able to identify the objectives and implement a plan of action
I am able to develop an activity plan
I am able to set goals
I am able to successfully complete a task
I have excellent practical skills
I am able to overcome obstacles and manage change
I am able to examine & interpret a wide variety of data/information and make recommendations
I am able to develop results-oriented conclusions
I am able to identify problems, opportunities and needs
I am able to develop short-and long-range plans
I am able to monitor performance
Other ability
Charikleia Manavi - Guiding migrants to their highest potential
CompetencesCompetences SubcompetencesSubcompetencesLevelLevel
11 22 33 44
Organizing an activity
I am able to verify the state of work equipments
I am health and safety awareness
I am responsible when using machine
I know how to work with different materials
I am able to identify resources needed to accomplish objectives
I am able to organise ideas and information
I am able to identify obstacles and find ways to overcome them
I am able to complete work in a timely, consistent manner
I am able to create detailed action plans;
I am able to organise and schedule people and tasks effectively
I am able to plan ahead
Other ability
Charikleia Manavi - Guiding migrants to their highest potential
CompetencesCompetences SubcompetencesSubcompetences LevelLevel11 22 33 44
Decisions- making
I can think on my feet
I am able to gather and analyse data
I am able to consider alternatives and assess their impact and potential problems
I am able to implement decision and evaluate results
I am able to actively seek solutions to problems before being asked or directed
I am able to make sound decisions
I am able to use logic to reach solutions
Other ability
Knowing the health and security norms in working activities
I am responsible when using equipment
I am able to apply the security norms in working place settings
I can follow policies and procedures
I am safety conscious
Other ability
Charikleia Manavi - Guiding migrants to their highest potential
CompetencesCompetences SubcompetencesSubcompetencesLevel
1 2 3 4
Quality assurance
I work hard to get things right first time
I am able to apply quality procedures and monitoring
I take pride in my work
I am able to establish standards and measures
I am able to maintain standards despite pressing deadlines
I am able to test new methods thoroughly
I always make sure that my work is of a high standard
Other ability
Self development
I am able to respond positively to feedback regarding performance
I enjoy learning new skills
I am very willing to embark on training
Other ability
Charikleia Manavi - Guiding migrants to their highest potential
Example of a reflection file: family life: Example of a reflection file: family life: Discussions Discussions 1.Please choose one critical family situation that you are involved in and try to describe it. What happened at that time? 2.What problem did you solve and how? What was your task? 3.What were your feelings at that time? 4.What were the main steps/activities that you follow? 5.What do you think now about that situation? Is anything else that you would do in another way? Why, please explain the reasons! 6.How did you resolve the situation? What were the results of your actions and how do you appreciate them? 7.If the same situation would happened again, how would you resolve it in that moment? What would you change the approach? 8.What did you learn from that situation? 9.Is there anything you would like to learn? 10.Do you use what you learned at that moment in another context or situation?
Charikleia Manavi - Guiding migrants to their highest potential
Portfolio pieces of evidence
•What are your previous experiences related to your role as worker in different fields, as family member, as member of a community?•Have you been involved in different working activities without having an explicit training? If yes, please mention them (for example I worked in construction for three years and I learned by myself. I took care of elderly people with mobility problems in Austria for five years).•Which concrete abilities/skills can you associate with a concrete learning context? What competencies have you acquired in this context?•Can you name concrete activities where you learned/acquired competences/things you now use in your adult education work?•What are the learning outcomes of the profession / home / leisure time / work etc.?•Do you have any hobbies? Can you describe those hobbies? Which are the abilities that you developed during those activities?
Charikleia Manavi - Guiding migrants to their highest potential
Charikleia Manavi - Guiding migrants to their highest potential
Activity(learning contexts)
Periods/years Competences that you acquired through those activity
Piece of evidence (type)Yes/No
The reflection on competences– after the reflection on biography and on learning processes and learning outcomes you are now asked to reflect on what concrete competences do you think you have. In the reflection on learning processes and outcomes
The table below will sum up the competences that you think you have acquired in different contexts. In fact, you had previously the opportunity to remember all the places and events that were important for your development. Please rate them using the scale: very well, well, well enough, not well.
Charikleia Manavi - Guiding migrants to their highest potential
Charikleia Manavi - Guiding migrants to their highest potential
Competence Subcompetences competences and descriptions
Very well Well Well enough Not well
Each counsellor will choose the occupational standard/standards (competences or units of competences) available in their countries. For example if the clients acquired competences in family life, in educating children, caring for older relatives (people) and organising the household, the counsellor could present an occupational standard related with social services (for example social, maternal assistance etc).
Charikleia Manavi - Guiding migrants to their highest potential
Benefits For usUncovering existing job-related competences aside from formal certificatesImprovement of competence transferHelping to change attitudes towards the target groupRaising the quality of placements on the labour market Reduction of cases of unskilled work for well qualified individualsAcceleration of processes for labour market integrationBenefits For migrantsSelf reflectionSelf-confidence
Charikleia Manavi - Guiding migrants to their highest potential