Working and ageing - Cedefop - Europa
Working and ageing - Cedefop - Europa
Working and ageing - Cedefop - Europa
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250<br />
<strong>Working</strong> <strong>and</strong> <strong>ageing</strong><br />
Guidance <strong>and</strong> counselling for mature learners<br />
for career switching: ʻIt is necessary that career change is mentioned in the<br />
personal appraisal discussion. This possibility must be highlighted!ʼ (union);<br />
ʻthe information must be part of the appraisal discussion, to introduce the idea<br />
of career switching. Thatʼs not how it works todayʼ (comm<strong>and</strong>ing officer).<br />
There must be transparent organisation of career switching in units, <strong>and</strong><br />
time for personnel to carry out the work: ʻthe managing board in the unit must<br />
agree internally that this is part of our personnel policy, this is the way it is.<br />
We take responsibility for this way of work. We are not going to fire you; this<br />
is an opportunity for youʼ (human resources).<br />
13.4.2. The target group response: incitements <strong>and</strong> barriers<br />
Many respondents express that career switching has not reached the primary<br />
target group as intended. Officers who were needed applied; they were highly<br />
motivated <strong>and</strong> their applications were approved too easily: ʻwe have lost<br />
competences that we neededʼ (comm<strong>and</strong>ing officer).<br />
Competence has not had the same emphasis as age, even though<br />
competence was in focus for the entire project. The unions were critical: ʻwe<br />
have been against emphasising age, it is discriminatory. The competence is<br />
essentialʼ (union).<br />
Several respondents believe that it is difficult to make older people switch<br />
careers. Pension age is not too distant; there may still be career possibilities<br />
in the present situation, they may feel at home with the military environment,<br />
etc.: ʻ50+ officers have a security they donʼt like to jeopardise. It would be<br />
better to focus on younger ones; they have a mental capacity to go for a new<br />
careerʼ (comm<strong>and</strong>ing officer).<br />
What happens to those who apply for career switching but are rejected?<br />
There is general consent that such cases must be followed up: ʻif you are<br />
refused you are disappointed. But then there must be a personal development<br />
plan. There must be good reasons for refusal: for instance, investment in a<br />
competence development planʼ (comm<strong>and</strong>ing officer); ʻif you apply <strong>and</strong> are<br />
rejected; then you have shown that you want to leave, <strong>and</strong> then you may be<br />
worse off when it comes to promotionʼ (union).<br />
It is generally believed that interest for career switching will increase<br />
dramatically in the 35-45 age group when it is clear to them what the new rules<br />
<strong>and</strong> regulations actually mean. So the present situation, however difficult it<br />
may be, will fade out as the old generation retires.<br />
A negative trend in the statistics, which counteracts the policy of having<br />
more females in the army, is that there is overrepresentation of female officers<br />
among those applying for career switching.