Abstract
Our article reports part of the findings of research conducted in Quebec (Canada) with professionals employed by Carrefours jeunesse-emploi, a network of community organizations dedicated to employment participation of young people aged 16 to 35 (Provencher, Emond & Tremblay-Roy, 2010). The study was an effort to generate knowledge about employment coaching, a practice that is now shared by the different professionals attached to public, private and community employment assistance networks in industrialized nations, against a ground of activated social assistance henceforth focused on the sustainable labour market participation of excluded populations. The study sought to document the practices of professionals in community employment assistance agencies and their influence in achieving the objectives of Quebec's participation policy. Analysis performed on 24 interviews conducted in the administrative jurisdictions of Quebec City and Charlevoix brought out three attitudes that are favoured when implementing coaching practices: helping young adults increase their self-knowledge and identify what they wish for themselves; respecting their pace in defining and reaching their goals, and being careful not to take action in their stead. These attitudes translate into two types of professional know-how or competencies: (1) creating a bond, and (2) leading young clients to take action. Findings from this research mirror conclusions in other studies showing that public employment policies are making front line workers responsible for developing, for each of their clients, the specific process that will best help them become labour market participants, and in effect, for building new social practices. On the whole, these findings confirm the pertinence of increasing our knowledge about the influence of employment services professionals in implementing public employment participation policies in industrialized nations.
Highlights
This article addresses the issue of professional qualifications in employment coaching as utilized by professionals in employment support services directed to marginalized young adults and/or those who are considered distanced from the labour market
This article will account for part of the findings of a research project conducted with over twenty professionals in the Quebec’s network of Carrefours jeunesse-emploi from the Québec City/Charlevoix region of Québec, a network of community organizations dedicated to labour force participation of youths aged 16 to 35 (Provencher, Émond & Tremblay-Roy, 2010).The first part of the article explores 1) the transformation by industrialized countries of their assistance policies, to focus on the labour force participation of marginalized populations, and 2) the issue of employment coaching practices with troubled youth
The findings inform us of the views of coaching professionals employed by Carrefours jeunesse-emploi in one region in the province of Quebec, regarding the competencies and attitudes that contribute to the effectiveness of coaching practices
Summary
This article addresses the issue of professional qualifications in employment coaching as utilized by professionals in employment support services directed to marginalized young adults and/or those who are considered distanced from the labour market. This article will account for part of the findings of a research project conducted with over twenty professionals in the Quebec’s network of Carrefours jeunesse-emploi from the Québec City/Charlevoix region of Québec, a network of community organizations dedicated to labour force participation of youths aged 16 to 35 (Provencher, Émond & Tremblay-Roy, 2010).The first part of the article explores 1) the transformation by industrialized countries of their assistance policies, to focus on the labour force participation of marginalized populations, and 2) the issue of employment coaching practices with troubled youth. Operationalized according to various models and implemented in a variety of contexts by actors in the public, non-profit and private environments, the new assistance plans update the function of employment coaching or “reinforced follow-up” of unemployed individuals, and extends it to all employment service professionals (Gélot & Nivolle, 2000; Provencher,2004,2007,2008,2013; Provencher & Richard, 2010)
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