natgillin/translations-raw huggingface dataset:
Endvidere er der mulighed for at etablere specialiserede centre for grunduddannelser: CFAS. Heraf findes for tiden fem i F, alle beregnede for evnesvage unge.
It also acts as a PR agency for the employment of disabled people: it distributes the Code of Good Practice and uses videos (one title being "It worked fine") to show how it can be successfully applied in practice.
Da man i UK indførte Youth Training Scheme (YTS), der er et program for unge efter endt skolegang, og som giver mulighed for en toårig erhvervsuddannelse i en virksomhed, skabtes grundlaget for et vekseluddannelsessystem.
The most important function of the services provided by the employment authorities today can be seen as the basic information they supply to disabled people and their direct placement, to the extent that the latter is possible on any major scale, given the tight labour market situation.
Handicappede kan indtil 21-års alderen deltage i programmet.
All other functions, especially guidance and care, tend to be performed toy the new services mentioned above.
Endvidere omfatter YTS erhvervsintroducerende kurser for handicappede, hvor deres faglige evner afprøves.
This is quite logical, since the gmrenwx & it services are as a rule also responsible for decisions in mat ters that may be of considerable importance for the future of disabled people.
Employment Training er et lignende program for arbejdsløse voksne og varer et år, for handicappede deltageres vedkommende kan programmet forlænges. Med denne uddannelse følger retten til et beskæftigelsesforhold i mindst seks måneder.
In Germany, for example, the Federal Institute of Labour also fiuoances vocational rehabilitation schemes, in France the ANPE is re presented in the COTOREP, where decisions are taken on the general line to toe followed toy disabled people, whether in training or in open or
47 ikke var informerede om, at det var handicappede, der udførte arbejdet - for "det ville ødelægge priserne".
47 though this is not infrequently a ticket to unemployment.
I D har den duale uddannelse altid haft stor betydning.
Some disabled people are not a little afraid of approaching government agencies with a dual function of this kind.
Den teoretiske uddannelse i en offentlig erhvervsskole kombineret med den praktiske uddannelse i virksomheden sikrer ikke alene et højt uddannelsesniveau, men tillige en som regel smidig overgang til arbejdslivet.
In Germany and Britain placement officers now try to counteract this - the SCOs being an example - by giving advice on the spot, in schools, in rehabilitation institutions or even in the homes of disabled people.
Det forhold, at man i D sammenlignet med andre europæiske lande har relativt få unge arbejdsløse, skyldes ikke mindst dette erhvervsuddannelsessystem.
Experience shows, however, that many people seeking advice find it easier to use a service provided by a private body than to make contact with an authority.
For så vidt angår de handicappede, foretrækkes i D "af hensyn til omkostningerne, men navnlig på grund af de positive følgevirkninger for den sociale integrering, at indslusningsforanstaltninger gennemføres i en virksomhed frem for udenfor" (Bundesminister für Arbeit und Sozialordnung 1984, s. 49).
For these reasons, and not least in response to the real problems associated with the vocational integration of disabled people, recent years have seen the emergence of many new services performing a far wider range of tasks (see section 5.2): new parastatal institutions, independent bodies, i.e. social organizations set up by private initiative, and new functional areas within vocational rehabilitation institutions.
Men i virkeligheden foregår de fleste erhvervsrettede revalideringsforanstaltninger for handicappede i institutioner uden for virksomhederne.
A typical example of a parastatal organization undertaking a wide range of the activities necessarily associated with the vocational integration of disabled people today is the Dutch GMD, which is responsible for the recognition of incapacitation, for vocational counselling and advice and for placement and care.
I 1987 gennemførtes kun en femtedel af alle uddannelsesforanstaltninger for handicappede i en virksomhed, derimod 81% i særlige institutioner.
Here again, in view of the multiplicity of its tasks, it must be assumed that disabled people have the abovementioned fear of approaching the GMD, and this was confirmed during our interviews with GMD staff.
Tallene fordeler sig lidt anderledes for de erhvervsfaglige grunduddannelsers vedkommende, idet 57,4% i 1987 gennemførtes i en virksomhed og 42,6% udenfor (jf. Bundesanstalt für Arbeit 1988 b).
The GMD's placement activities in recent years are sum marized in Table 14 (see GMD Jaarverslag 1989).
Resultaterne af den gennemførte undersøgelse genspejler denne sammenhæng.
Placements in sheltered workshops tended to decline.
15 af de i D adspurgte handicappede havde deltaget i revalideringsforanstaltninger i en
Surprisingly high is the high number of disabled people for whom jobs were found with their
48 virksomhed, og alle var i fortsættelse heraf kommet i varig beskæftigelse, ikke nødvendigvis i uddannelsesvirksomheden, men gennem revalideringsinstitutionens samarbejde med en bestemt virksomhed etableres der også kontakter med andre virksomheder i samme branche og dermed yderligere anvisningsmuligheder.
48 former employers, being almost twice as high as the number of placements in new firms.
Seks af de i D adspurgte personer havde deltaget i revalideringsforanstaltninger uden for virksomhederne, og alle havde derefter været arbejdsløse fra et til to år.
This finding is, moreover, supported by the results of our own survey (see Chapters 6 and 7).
Desuden viste det sig i forbindelse med de seks fejlslagne forsøg på erhvervsmæssig integrering, der undersøgtes nærmere, at fem personer havde deltaget i revalideringsforanstaltninger uden for og kun én havde været på en virksomhed.
Also remarkably high is the number of disabled people guided into self-employment, the option with the highest growth rates.
Beskyttet beskæftigelse er et andet led i kæden af tilbud om erhvervsrettet revalidering, selv om den egentlig ikke opfylder denne funktion, idet antallet af handicappede, der forlader beskyttede institutioner for at gå ud på det almindelige arbejdsmarked er meget lille.
In Germany the state-run central welfare offices, whose task it is to ensure the vocational integration of disabled people under the Severely Disabled (Provisions) Act (see Chapter 3), have set up Psychosocial Services (PSDs) in recent years for the placement and on-the-job care of groups of disabled people at a particularly disadvantage, such as the emotionally disturbed.
Alt for ofte er den beskyttede beskæftigelse en blindgyde i stedet for et springbræt til det almindelige arbejdsmarked.
Some of these services are attached to the welfare offices themselves, some have been entrusted to independent social bodies.
Resultaterne af vort rundspørge viser dette: fire af seks i D adspurgte handicappede, hvis erhvervsmæssige integrering på det almindelige arbejdsmarked er slået fejl, var kommet fra værksteder for handicappede, to var vendt tilbage til værkstedet, og to var arbejdsløse.
While the latter are primarily concerned with helping individuals, the former are more active at a structural level, encouraging the rehabilitation in stitutions to provide placement services, for example, and helping them to develop such services. Accordingly, the staff are predominantly mem bers of the social professions (psychologists, social workers).
En undersøgelse i D på Hamburger Behindertenwerkstatt viser noget lignende: af 43 medarbejdere, der fra 1980 til 1983 var gået ud på det almindelige arbejdsmarked, havde kun ni deres arbejdsplads i behold, da undersøgelsen gennemførtes i 1984.
Many vocational rehabilitation institutions are no longer content merely to train their clients for a given occupation.
Alle andre havde mistet deres arbejdsplads (Anders og Krützfeld 1989, s. 103).
In view of the problems the future holds, they spend a great deal of time maintaining contact with firms with the aim of improving placement prospects.
Det skal dog tilføjes, at skiftet i det sidstnævnte eksempel overvejende skete på eget initiativ og faktisk ikke blev støttet af værkstedets personale (jf. ovenfor).
Where no financial resources are available specifically for these tasks, they are shared by the staff.
På baggrund af den slags erfaringer er der i mellemtiden mange steder sket en forbedring
Some centres have, however, succeeded - usually with the assistance of the European Social Fund - in establishing spe-
49 af omsorgsmulighederne for handicappede, der ønsker at skifte fra et beskyttet værksted eller en revalideringsinstitution til det almindelige arbejdsmarked (jf. 5. kapitel).
49 cialized, interdisciplinary services which have subsequently stood as models and performed multiplier functions for other institutions.
Endvidere overvejes det, hvordan overgangen til åbne beskæftigelsesforhold kan fremmes ved hjælp af en yderligere differentiering på handicapværkstedernes organisatoriske plan.
An example of this is the HANDIPRISE project at the Kerpape rehabilitation centre in Lorient, France, where activities are geared not only to the outside, to firms, but also to the inside, to training at the centre, which alternates between the centre and firms to form a stepping stone to later integration.
Det diskuteres at indføre specielle præstations- eller overgangsgrupper, hvor medarbejdere, der har sat sig for at komme i åben beskæftigelse, skal støttes intensivt og, om muligt, forberedes til arbejdspladsens specifikke krav (jf. Cramer 1990).
This cooperation also forms the basis for proposals by the project team for the reorganization and adjustment of working conditions in firms.
Der findes veje ud af de beskyttede institutioner, hvilket kan bevises ved hjælp af forskellige programmer, der har været genstand for undersøgelsen.
Lille in France and Courtrai in Belgium are cooperating on a similar, cross-frontier project.
Det britiske Sheltered Placement Scheme (SPS) er et program til beskyttet beskæftigelse i regulære virksomheder på det almindelige arbejdsmarked (jf. 3. kapitel). I slutningen af 1990 var 6 500 beskæftiget i forbindelse med dette program (Department of Employment, 1990).
We have already described comparable activities at the rehabilitation centres in the Netherlands (see Chapter 4).
Formelt er de ansatte hos en af de ca. 120 Sponsor Agencies og myndigheder.
The activities focus on the vocational preparation of the young people and the pooling of the services of the various bodies involved in their vocational integration.
Derfra udlånes de til såkaldte "host firms", der således spares for den økonomiske belastning ved at skulle beskæftige en arbejdstager med nedsat ydeevne.
The Netherlands already has local facilities for the rehabilitation of the emotionally disturbed in the RIAGGs, the regional mental health centres, but they have yet to adopt a specific approach to the vocational integration of their clients, although statements by the staff members interviewed reveal a serious need for this.
SPS-programmet er ikke tidsbegrænset, men ikke så få handicappede overtages efter et par år af værtsfirmaet i et regulært arbejdsforhold, som erfaringerne viser hos de to største sponsororganisationer SHAW-Trust (jf. 1989) og Pathway.
In Britain even local training centres try to play an active part in the placement of those they have rehabilitated.
Til en vis grad fremgår SPS-programmets funktion som springbræt til en åben beskæftigelse også af vore rundspørgeresultater: tre af de 16 i UK adspurgte handicappede havde fundet deres arbejdspladser via SPS-programmet.
What is remarkable about the programme of Lambeth Accord - a London initiative - is that it has been possible to persuade personnel managers in the private sector to participate in a training programme with people undergoing rehabilitation during which job application situations are simulated.
Selv om bestemmelserne i den belgiske overenskomst nr. 26 (jf. 3. kapitel) ikke direkte vedrører handicappede fra beskyttede institutioner, bør de alligevel tages med i denne sammenhæng, idet tilskud til arbejdspladser på det almindelige arbejdsmarked vel ofte må betragtes som et alternativ til beskyttet beskæftigelse.
In other countries and at other levels too this strategy of bringing firms into the centres has proved successful: either new training contents and methods have been
Efter at denne aftale er trådt i kraft, har 4 145 arbejdstagere deltaget, heraf 3 434 (82,8%) arbejdere og 711 (17,2%) funktionærer. Pr.
Other initiatives have been launched by the private sector.
Vi har ikke præcise tal for personernes videre skæbne, men på basis af vore rundspørgeresultater må det formodes, at en stor procentdel fortsat er i arbejde.
A some what wider range of activities is undertaken by the GIRPEHs (Groupements Interprofessionnels Régionaux pour la Promotion de l'Emploi des Personnes Handicapées) in France, which have similarly been set up on the initiative of employers.
I D har delstaterne Hamburg og Hessen i de senere år sat specielle programmer i gang for at anvise handicappede varige arbejdspladser i den offentlige sektor.
Employers, employees and representatives of disabled people have equal rights in the GIRPEHs' governing bodies.
Mens programmet i delstaten Hessen tager sigte på ledige fortrinsvis fysisk handicappede personer, henvender programmet i Hamburg sig mest til udviklingshæmmede eller evnesvage beskæftigede fra beskyttede institutioner.
Besides as sisting disabled people and firms in matters relating to vocational integration, they see their main task as forging links between firms and in stitutions for the care of disabled people at structural level.
To deltagere i disse programmer er i forbindelse med undersøgelsen blevet adspurgt om deres erfaringer (jf. 7. kapitel).
In the last of these fields there have been other exemplary activities, some of which have been operating successfully for several years.
I en erkendelse af at en del af medarbejderne på beskyttede værksteder var fejlplacerede, etableredes i Hamburg i første omgang 10 regulære arbejdspladser i byens offentlige sektor (1985).
The OHE (Opé rations Handicapés + Emploi) in Grenoble has been active since 1983, ini tially with the aim of exploring opportunities for on-the-job sessions and training which would result in permanent jobs for disabled people.
På grund af succesen - alle disponible pladser kunne besættes - påbegyndtes et nyt program med 10 arbejdspladser i 1987, efterfulgt af to yderligere programmer i 1988 og 1989 med hver fem arbejdspladser (jf. Behörde für Arbeit, Jugend und Soziales 1987).
By 1987 over 1,000 firms had been contacted, and more than 500 of them had employed a disabled person. Everything is based on a moral contract between the firm, the disabled person and the OHE.
Under det hessiske program ansattes 52 handicappede fortrinsvis på retsvæsenets kontorer, efter en kvalificeringsfase blev de fastansatte uden tidsbegrænsning.
This project too has had wide-ranging multiplier effects: a comparable organization was es tablished in Paris in 1987, and a similar project - PROMETHE (Promotion du Travailleur Handicapé) - has been launched in Brittany.
En yderligere kvalificering på 6 måneder gennemførtes ved siden af arbejdet.
In Belgium the LE CARAT initiative has pointed the way.
Ved denne fremgangsmåde blev der taget højde for, at handicappede som regel har færre chancer på arbejdsmarkedet på grund af manglende kvalifikationer.
Not only has it led to the creation of a new type of institution: it has also been offi cially recognized by decree, as the Service d'Accompagnement de Personnes Handicapées.
I fortsættelse af programmet er der i Hessen i 1990 etableret yderligere 40 arbejdspladser af denne art i den offentlige sektor.
However, it sees itself as far more than a placement and guidance agency. It paves the way for both disabled people and employ ers.
En sammenligning af omkostningerne, som er foretaget for Hamburg-modellen - blandt flere alternative modeller, som ikke skal beskrives her - viser, at etableringen af ekstra arbejdspladser for handicappede i offentlige virksomheder alt taget i betragtning koster mindre end de tilsvarende pladser på handicapværksteder (jf. ovenfor, s. 21 ff.).
In Germany a pilot project for "work assistants" has been launched in Bavaria. Under this scheme independent bodies and even some firms are paid to provide staff to oversee vocational integration.
Begge programmerne er et godt eksempel på, hvor succesrige statslige interventioner på grænsen mellem revalidering og beskyttede institutioner på den ene side og beskæftigelse på det almindelige arbejdsmarked på den anden kan være, og de viser tillige, at der - i hvert fald principielt - også findes arbejdsmuligheder for handicappede, hvilket kunne være et signal for andre, ikke mindst private virksomheder.
While the services of the independent bodies cover a very wide field, ranging from information for firms and advice for disabled individuals to the organization of vocational rehabilitation measures, the guides provided by firms attend to the social needs of disabled people who are to be integrated into the firm and familiarize them with their future jobs.
Endvidere har disse programmer på afgørende måde bidraget til en normalisering af de implicerede handicappedes levevilkår, og som det fremgår af den nævnte rapport vedrørende Hamburg-programmet har man yderligere konstateret, at motiveringen hos andre, ikke af programmet omfattede værkstedsmedarbejdere er steget.
A special role is played by the AVO-Nederland organization, which spe cializes in helping disabled people to set up their own businesses.
Værkstedets blindgydeperspektiv er med andre ord blevet relativeret (jf. ovenfor).
In 1988 it was successful in 418 cases.
På baggrund af den økonomisk-tekniske udvikling i Vesteuropa befinder den erhvervsrettede revalidering sig i dag i et spændingsfelt mellem stigende krav til uddannelsens målsætninger og revalidendernes forholdsvis lavere indgangsniveau, idet mange handicappedes utilstrækkelige primærkvalifikationer gør det stadig vanskeligere at slå bro over denne kløft, i hvert fald bliver uddannelsen længere og længere (jf. Seyd 1985).
Various organizations of disabled people have themselves taken the ini tiative to improve the employment prospects of their various members. The RNID (Royal National Institute for the Deaf) in Britain does this both by undertaking appropriate public relations activities and by pro viding sign language interpreters when deaf people start work and when problems arise in the firm.
Samtidig er det ikke mere tilstrækkeligt, at der i erhvervsuddannelsen kun formidles instrumentelle kompetencer, der er nødvendige til at udøve faget (jf. bl.a. afsnit 4.1.).
The Pathway Employment Service, on the other hand, is intended for the mentally handicapped and offers a very full range of holistic care geared to the needs of this group.
Indslusningen i erhverv strander ikke så meget på de konkrete færdigheder som på en mangel af så almindelige ting som initiativ, fleksibilitet eller samarbejdsevne, der hører til arbejdstagerens moderne identitet,
This concept ranges from vocational counselling through help with findings jobs to support at the workplace itself, for which Pathway provides an advanced
52 men også på vanskeligheder i forbindelse med de traditionelle sekundærdyder i arbejdslivet såsom pålidelighed, kontinuitet eller pligtfølelse.
52 and successful instrument in the "foster-worker scheme" it has created (see Chapter 6).
Sammenkoblingen af uddannelsen i og uden for virksomheden er som allerede nævnt en af de vigtigste strategier for at løse disse problemer.
A brief reference should also be made to the services indirectly provided by such research and documentation centres as the Laboratoire Brigitte Frybourg au CNAM in Paris, the Rehabilitation Resource Centre of the City University in London and the Vocational Rehabilitation Research Department of the Free University of Berlin, where this study was also com piled.
Dertil kommer, at mange handicappede ikke på nogen måde har lært at "sælge sig selv", dvs. at den erhvervsmæssige integrering for så vidt allerede truer med at strande på ansøgningen.
On the whole, the institutions described above can be regarded as a re sponse to the difficulties which disabled people encounter when looking for jobs after their training. Most of the answers, however, concern specific aspects.
For at forberede adgangen til arbejdslivet bør der netop i uddannelsen uden for virksomheden bl.a. indgå opgaver såsom formulering af levnedsløb og ansøgninger, samtaleøvelser, men også udarbejdelse af en differentieret integreringsplan.
The variety of the approaches that have been described also shows that nothing systematic has yet been done to solve the problem in any of the countries studied. This variety undoubtedly has its advan tages in that it allows of experiments with new approaches.
Den vigtigste forudsætning for en erhvervsmæssig og social integrering er imidlertid ifølge de erfaringer, som de adspurgte institutioner har gjort, at den pågældende har taget stilling til og psykisk accepteret sit handicap, dvs. kan klare handicappet og leve med det.
On the other hand, one of its disadvantages must be seen as the lack of cooperation among the institutions, which at local level may even amount to competition among various organizations, all trying to achieve the vocational integration of their respective clients.
Det er ikke så meget handicappets sværhedsgrad, der er afgørende for, hvor store chancerne er for en erhvervsmæssig integrering, men derimod netop denne psykologiske proces.
Representatives of firms we interviewed felt under some considerable pressure from the many different organizations and complained about the lack of clarity in this field: in borderline cases a firm did not know which organization to turn to if it wanted to employ a disabled person.
I næste kapitel skal de institutioner beskrives, der har gjort det til deres opgave at gribe ind i denne af og til vanskelige overgangsfase med rådgivning, vejledning og støtte.
In some places attempts are being made to overcome the lack of coordination among the institutions though cooperation on specific aspects at least (e.g. the information supplied to em ployers ).
Dette afsnit giver et overblik over forskellige organer til støtte for den erhvervsmæssige integrering, og som udfører rådgivnings-, anvisnings- og vejledningsopgaver.
This points to a specific problem for services attached to rehabilitation institutions or independent bodies for the welfare of dis abled people.
Navnlig skal de institutioner beskrives, der er opstået i de senere år, idet deres etablering ud over den i forrige kapitel analyserede tendens til revalidering i virksomheden udgør endnu et nyskabende element til støtte for handicappedes erhvervsmæssige integrering.
The latter in particular have major problems fitting into the network of existing institutions. They must hold their own in the competition with other services and find their specific place.
Vi skal undersøge institutionernes forskellige funktioner og gøre rede for arbejdets metodiske faser.
Even if they succeed in this, coordination with other institutions at the levels of administration and care will still be a costly business.
Der adspurgtes 11 repræsentanter for statslige arbejdsformidlinger, 24 medarbejdere fra revalideringsinstitutioner med ansvar for anvisnings- og efterfølgende støtteaktiviteter, 14 medarbejdere fra lokale private anvisningsorganisationer samt to virksomhedsinterne hjælpere.
This is less of a problem for the rehabilitation institutions since they can often use their existing structures. At first sight it might therefore seem that closer links between the services and the rehabilitation centres would minimize the implementation problems that have been described, but this would make the target group very small.