Collectively achieve a direct employment rate above 6% by 2023
Indeed, in January 2021, Pascal Mailhos, Prefect of the Auvergne Rhône-Alpes Region offered employers from the three sides of the Public Service a new ambition: to collectively achieve a direct employment rate of more than 6% by 2023. To mark their commitment, employers are thus invited to sign “the prefectural regional charter”. This webinar was therefore an opportunity for the FIPHFP
to remind the 53 participants of the content of this Regional Objective, but also to present the specific action plan proposed to public employers who have signed the charter to help them achieve this collective objective.
A range of actions planned for 2022
Several actions are already planned by the FIPHFP
in the Auvergne Rhône-Alpes region such as:
- from working meetings with representatives of the Public Employment Service in order to share on the recruitment needs identified by the employers committed to the Regional Objective, and to begin the identification of profiles of jobseekers with disabilities who can meet these needs
- the organization in June 2022 of open days “ in order to allow signatory employers to make their structure, their operation and the reality of their work environments better known to the public with disabilities accompanied by the Public Employment Service of the territory
- or again, meetings between tutors apprentices with disabilities recruited by the signatories of the charter, in order to discuss their experiences and share their best practices in this area.
The intervention offer of the Public Employment Service
Finally, Yasmine Maameri from the Deputy Regional Operations Department of Pôle Emploi in Auvergne Rhône-Alpes intervened to present to the participants the intervention offer of the Public Employment Service in terms of support for job seekers of employment with disabilities, and in particular the following measures: the Training Action Prior to Recruitment (AFPR
), Operational Preparation for Employment (POE
), the Work Experience Period (PMSMP
) or the Simulation Recruitment Method (MRS
).
A question/answer time was kept at the end of the webinar in order to answer the specific questions of the participants, such as:
- In the context of a hospital where the main needs are nurses, nursing assistants and maintenance staff, therefore very physically demanding jobs. Does this charter change anything?
- How can we benefit from the Employer contact sheets / SPE
? - How to organize to pool the needs of the different employers involved in the charter?
Professional immersion is indeed very fruitful! It allows you to confront a universe and validate if the candidate feels good there and can integrate into it… On the candidate side, it’s great, you know where you’re stepping.
A webinar participant
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