Working and ageing - Cedefop - Europa

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250 Working and ageing Guidance and counselling for mature learners for career switching: ʻIt is necessary that career change is mentioned in the personal appraisal discussion. This possibility must be highlighted!ʼ (union); ʻthe information must be part of the appraisal discussion, to introduce the idea of career switching. Thatʼs not how it works todayʼ (commanding officer). There must be transparent organisation of career switching in units, and time for personnel to carry out the work: ʻthe managing board in the unit must agree internally that this is part of our personnel policy, this is the way it is. We take responsibility for this way of work. We are not going to fire you; this is an opportunity for youʼ (human resources). 13.4.2. The target group response: incitements and barriers Many respondents express that career switching has not reached the primary target group as intended. Officers who were needed applied; they were highly motivated and their applications were approved too easily: ʻwe have lost competences that we neededʼ (commanding officer). Competence has not had the same emphasis as age, even though competence was in focus for the entire project. The unions were critical: ʻwe have been against emphasising age, it is discriminatory. The competence is essentialʼ (union). Several respondents believe that it is difficult to make older people switch careers. Pension age is not too distant; there may still be career possibilities in the present situation, they may feel at home with the military environment, etc.: ʻ50+ officers have a security they donʼt like to jeopardise. It would be better to focus on younger ones; they have a mental capacity to go for a new careerʼ (commanding officer). What happens to those who apply for career switching but are rejected? There is general consent that such cases must be followed up: ʻif you are refused you are disappointed. But then there must be a personal development plan. There must be good reasons for refusal: for instance, investment in a competence development planʼ (commanding officer); ʻif you apply and are rejected; then you have shown that you want to leave, and then you may be worse off when it comes to promotionʼ (union). It is generally believed that interest for career switching will increase dramatically in the 35-45 age group when it is clear to them what the new rules and regulations actually mean. So the present situation, however difficult it may be, will fade out as the old generation retires. A negative trend in the statistics, which counteracts the policy of having more females in the army, is that there is overrepresentation of female officers among those applying for career switching.
CHAPTER 13 A Swedish programme for phasing out older employees based on consent and social responsibility 251 Would more candidates apply for career switching if incentives were better? Not everybody: ʻit was not that I was not content. It was my private life, it was tedious with 200 km every day. We tried once to move, but that didnʼt work out, […] I continued to commute. Without career switching I would have still been thereʼ (career switcher). To allow for longer than 12 months in general was not considered very helpful: a more individualised and flexible approach was needed: ʻstudies, longer time at university, 12-18 months, should be supported, One. two, three or perhaps four semesters should be allowed, and an additional six months plus if you wish to start a new enterpriseʼ (human resources); ʻto achieve higher turnover of personnel, more alternatives are needed […] there should be resources for 18 months or more, and paid leave for studies. More creativity is needed!ʼ (commanding officer); ʻyou should be entitled to leave for trying another job as well as for joining career change. You should not have to resignʼ (union). Trade unions believed that it would be possible for the employer to give more support, if alternatives are: early pension with pay, or continued employment and lack of meaningful work tasks, both very expensive. They also believed that perhaps there should be a provision for reemployment. What are the real barriers? Many officers are inclined to wait and see: ʻMany officers are used to think tactically about their careers, there are so many ways, so many scenarios, as long as the situation remains unclear you keep a cautious attitudeʼ (human resources). There is general mistrust among officers with respect to how sharply the new retirement scheme will be applied. There is widespread disappointment with the changes introduced: ʻI get enquiries daily from 53 year-olds who ask expectantly if there is not going to be a new pension offer after all. Belief that you have a right to receive an early pension is deeply rootedʼ (human resources). The job security agreement for government employees offers general security schemes if you are made redundant. They are well-known in the organisation, and the career switching offer is by many considered not as safe and attractive: ʻthe union doesnʼt probably believe that career switching is better than the alternatives. But voluntariness is essential, that you can choose yourselfʼ (human resources); ʻI believe that you feel safer by relying on the Job Security Foundation, you donʼt have to apply to the commanding officerʼ (human resources); ʻa barrier hampering career switching is no guarantee for reemploymentʼ (human resources). Interest to seek and apply for career switching is affected by the identity held by military officers and their relationship with the armed forces. Many
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EN Working and ageing Guidance and
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A great deal of additional informat
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Foreword Population ageing is one o
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Acknowledgements This publication r
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8. Policy, research and practice: s
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14.2. Participation rates of indivi
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CHAPTER 1 Setting the scene: promot
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To improve quality and transparency
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Gomes present the set-up and outcom
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CHAPTER 2 Do European employers sup
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CHAPTER 5 Cognitive ageing in older
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PART 2 Meeting the challenges - Eme
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unmet demand is limited, as is the
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people in the second phase (25-50)
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CHAPTER 7 Learning, work and later
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are now better than ever before, es
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CHAPTER 8 Policy, research and prac
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will need to be supported by struct
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ʻflexicurityʼ model is challenged
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different forms of retirement (2010
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8.8. Policy considerations CHAPTER
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9.1. Introduction CHAPTER 9 Changin
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CHAPTER 9 Changing patterns of guid
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their continuing learning and devel
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CHAPTER 10 Career development in la
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Working and ageing - Cedefop - Europa

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