LEED project, Vientiane capitalGood Practice: placement service

- Project Timeframe: Nov 08-Dec 10- Time Necessary for design and capacity building: 6 months- Time Necessary for implementation: ongoing- Project Partner: LDPA (DPO); role of HI: methodology, procedures, material, capacity building, management until hand over; role of partner: implementation.-Resources Needed for:

-Design + capacity building (1 expat; 2 national; developed in-house, resources from internet; now improved thanks to informal and free collaboration with ILO);

- Implementation: operations run by 4 national staff full time (3 after hand over); advisory from Disability Program Coordinator (organizational, employment matters, quality), Disability Advisor (disability issues) and Functional Rehab Advisor (adaptations)

Background PWD have limited access to formal employment (lack of informations,

attitudinal barriers, physical barriers)

Why? 10 months ago, no resource center job seekers (PWD and not); now ILO and MLSW is developing placement services in major cities, but « will disability issues be taken into account? »

How? Methodology, materials, DB developed in-house ( information from internet); short term consultant (no specific skills) to collect info on employers; now informal and free collaboration with ILO is providing technical reference (job center operation manual, specification for DB) that will help to improve the service.

Sustainability: further training and capacity building will ensure LDPA (DPO) is able to manage job center after hand over (now only execution); future collaboration with job center at MLSW; running costs after hand over: 1500 USD/month for Vientiane. Funding is only issue to sustainability.

The service implemented

PWD at work

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Initial results

LEED team capacity building: systematic process, formalized procedures, team is already semi-autonomous

Employers links: 280 business in DB; 35 businesses are collaborating

Employees links: 95 PWD registered Vacancies received: 20 # of PWD matched with vacancies: 80 # of PWD employed: 10

Necessary Conditions

Contextual requirements that might affect success: PWD interested in formal employment Mobility might be an issue: some PWD need a dormitory at the workplace Demand for unskilled or semi-skilled labor force Employers willing to provide pre-employment or on-the-job training Government policy to promote accessibility or employment of PWD would

help; however, we prefer a market approach rather than affirmative actions (such as quotas).

LEED service VTE: 3 full time staff (1 to supervise and liaise with employers; 1 to manage Data Base + matching; 1 to liaise with PWD); staff costs + communication costs 1500 USD/month + office space.

Technical expertise: employment centers operations, database skills, skills to analyze the functional ability requirements of a job; basic knowledge of accessibility; knowledge of UNCRPD; advocacy skills.

Obstacles

Problem: establish collaboration with employers: Job analysis is key to be able to match PWD with jobs, but it

requires involvement of companies’ staff at all levels. Many companies would not dedicate time if real benefits for

their businesses are not expected

Solution: establish collaboration in several steps: Rapid assessment to identify employers with most open

attitude towards the employment of PWD. Survey these employers to identify positive role models, case

studies and form partnerships that would give visibility to the project within the employers’ community.

Win the interest of other employers to collaborate with LEED project.

Conclusion LEED services will continue; areas to be developed:

Media advocacy campaign Links with lao chamber of commerce and business association Employment forum Post placement services Accessibility audit and consulting unit

ILO is setting up job placement service at MLSW in Vientiane, Savanaketh and Pakse.

In Savanaketh and Pakse, project will not create a LEED service but train 1 staff at LDPA provincial branch to refer PWD to the MLSW job center, advise the job center on disability issues, advocate with employers and provide post placement support.

3 recommendations: Market approach: convince employers that employ PWD make economic

sense; develop positive role models; Offer a professional service Do not take for granted that PWD would welcome your service; you need to

win their trust.