The Regional Mobility Teams (RMTs) that guide employees from job to job are starting to take shape. The VCP and trade union De Unie make an active contribution to this with Future Pro(o)f. Several dozen people have already been helped to find work via Toekomstpro(o)f. Emilie Nijman-Van de Loo is active as a career coach in the RMT of the Rotterdam Rijnmond region. A conversation with her.
Sustainable employment relationship
Realizing a sustainable employment relationship for people who are or may be on the street. That is one of the main goals that Emilie Nijman-Van de Loo has set herself. “It's so nice to see people brighten up when we succeed in helping them further: in their search in their career, and ultimately to a job with perspective. Or by providing training so that they can then start working in a place that suits them.”
Two months ago, Emilie joined the Regional Mobility Team (RMT) Rotterdam Rijnmond, where she started working as a career coach. She now has more than ten people under her wing, mainly professionals who want to move from job to job. Through websites like Future Pro(o)f, Rijnmond works by, social media channels or local facilities they reach her.
The Regional Mobility Teams were created last year after the corona outbreak. Anyone who has lost their job or is in danger of losing their job after March 2020 may be eligible for a counseling process. Next vakbondand employers' organisations, UWV and municipalities are also part of the RMTs. Emilie is pleased with the cooperation between all these different parties. “We look among ourselves at who can work best with whom. We complement each other well in terms of expertise and it is really rewarding work to do.”
Emilie is in regular contact with the other career coaches who work for the VCP/De Unie Future proof be active. A total of 35 RMTs have been established throughout the Netherlands. In almost all those teams, the VCP/De Unie represented. “In some cases, our career coaches serve multiple regions simultaneously. It's good to hear about each other's experiences and what you encounter. We all learn from that. After all, this is new for all parties, but such a great initiative.”
A career path takes about six to ten interviews. “It starts with an intake so that we have a good picture of a client. Then we look at what someone would want on the labor market, what someone's qualities are, and how we can ultimately help them, with or without training. The point is that someone ends up in a place that pleases them for the longer term and contributes to happiness at work. And it's really nice when someone comes to work in a promising sector, so that we also contribute to a better balance in the labor market.